If you are an employer in Florida who has recently hired an employee, you will need to register for payroll taxes with the Florida Department of Revenue. This registration process ensures that you are compliant with state tax laws and able to properly withhold and remit taxes on behalf of your employees.
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Automatically register for payroll tax accounts. Mosey monitors your workforce in real-time and handles the process end-to-end.
How Florida Payroll Registration Works
There
are 2 payroll tax setup tasks
you may need to complete in Florida to get your new
hire on payroll for the first time. You can follow the guide below
to help you get registered directly with the
Florida agencies or use Mosey to do it.
Florida Reemployment Tax Setup for
PLLC, Professional Corporation, LLP, LLC, Corporation
Employers are required to register for Reemployment Tax (Unemployment Insurance Tax) with the Florida Department of Revenue
File Business Tax Application
Apply for a reemployment tax account online by completing the Business Tax Application on the Department of Revenue website.
Configure Payroll with Your Reemployment Information
Provide your Reemployment Account Number and your assigned Reemployment Tax rate to your payroll provider.
Florida Reemployment Tax Setup for
Corporation
Employers are required to register for Reemployment Tax (Unemployment Insurance Tax) with the Florida Department of Revenue.
File Business Tax Application
Apply for a reemployment tax account online by completing the Business Tax Application on the Department of Revenue website.
File Method of Payment Form
501(c)(3) nonprofit organizations who would like to opt for the reimbursable payment method must mail a completed Election of Nonprofit Organization Method of Payment (Form RT-28) to the Florida Department of Revenue, after receiving your Florida Reemployment Tax Account Number.
Configure Payroll with Your Reemployment Information
Provide your Reemployment Account Number and your assigned Reemployment Tax rate (or reimbursable status) to your payroll provider.
An open-door policy encourages upward communication in an organization, improving accessibility to higher-ups. In a world where employers face a 12% chance of an employment lawsuit, an open-door policy encourages a welcoming and unbiased work system while protecting your business and its best interests.
In this article, we’ll discuss what an open-door policy is, its benefits, and how to create one for your company. We’ll also share how Mosey can help you manage state compliance.
Staying compliant is tough, especially for teams still using manual compliance processes. People on compliance teams spend hours managing documents, chasing down approvals, and checking regulatory standards by hand, often leading to mistakes and missed deadlines. The bottom line—manual compliance operations can slow down workflows, increase risk, and make it tough to keep up with ever-changing requirements.
When every new regulation or request means more spreadsheets, more emails, and more stress, it’s no wonder compliance professionals feel overwhelmed. Effective compliance management should support a culture of compliance across all employees, not just a few “go-to” experts. Today, we’re exploring real signs that manual compliance has become a problem, and what better practices can look like.
When it comes to classifying workers, there’s more than meets the eye. Beyond the familiar categories of employees and independent contractors, there’s a third type you need to know: statutory employees.
These workers are unique because they’re technically considered independent contractors, but certain laws require you to treat them as employees for tax purposes. Understanding who qualifies as a statutory employee is essential for maintaining compliance and avoiding legal headaches.
Kaitlin Edwards |Aug 21, 2024
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