If you are an employer in South Dakota who has recently hired an employee, you will need to register for payroll taxes with the South Dakota Department of Revenue. This registration process ensures that you are in compliance with state tax laws and can properly withhold and remit taxes on behalf of your employees.
How South Dakota Payroll Registration Works
There
is one payroll tax setup task
you may need to complete in South Dakota 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
South Dakota agencies or use Mosey to do it.
South Dakota Reemployment Assistance Registration for
LLP, Corporation, LLC
Employers who have one or more employees, paid wages of $1,500 or more, or are covered under the Federal Unemployment Tax Act (FUTA) are required to pay unemployment insurance taxes (known as the South Dakota Reemployment Assistance). All newly established businesses are required to register with the Department of Labor and Regulation. Note: Nonprofits may elect to finance the cost of unemployment benefits on a reimbursable basis during registration.
Create a DLR Account
Create a South Dakota Department of Labor and Regulation (DLR) Account.
Register for South Dakota Reemployment Assistance
Log in to your DLR account to register your business for a Reemployment Assistance Tax account.
Managing a business involves handling your day-to-day operations and complying with state and federal requirements. You have more freedom and flexibility in how you shape and grow your business, but compliance leaves little room for error.
Complying with state and local requirements is mandatory. Compliance allows your business to continue operating without interruption, and it’s important to stay on top of everything for a consistent flow.
It’s usually easy for employers to find employees who are willing to work the day shift or second shift. It can be challenging for employers to find people willing to work the graveyard shift. Many employees express feeling dissatisfied with the shifts they’re asked to work. Shift differential pay can be an enticing draw for employees who may not otherwise feel inclined to work unconventional shifts, like evening shifts.
New York’s paid sick leave laws are designed to protect workers, but for employers, they come with strict compliance obligations. Understanding these rules is essential to avoid penalties, maintain trust, and keep HR processes running smoothly. Ultimately, whether you’re an employee, employer, or HR professional, these laws are crucial for a healthy and productive workplace.
Key Takeaways Most New York employers must provide paid sick leave based on size and income thresholds Both full-time and part-time workers are eligible, regardless of immigration status Employers must allow use for personal illness, family care, preventive care, and domestic violence situations Clear policies and proper recordkeeping are critical to compliance Overview of New York’s Paid Sick Leave Laws Navigating the maze of New York labor laws can be tricky. However, understanding them is easier when you break them down into their different components. Today, we’re covering the state’s complex leave laws.
Paul Boynton |Jul 16, 2025
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