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Manage your business

Manage your finances

Maintaining proper bookkeeping can help keep your business running smoothly.

Hire and manage employees

Set up a basic payroll structure and understand general state and federal labor laws.

Pay taxes

Your business will need to meet federal, state and local tax obligations to stay in good standing.

Stay legally compliant

Your legal obligations will depend on your business type and location.

Buy assets and equipment

You may need to buy or lease assets or equipment for your business to succeed.

Marketing and sales

A marketing plan can persuade consumers to buy your products and services.

AI for small business

Small businesses can use AI tools and applications to find solutions for all kinds of issues.

Strengthen your cybersecurity

Educate yourself on how cyberattacks can be a serious concern for small businesses.

Protect yourself from fraud

Recognize common scams, protect your business, and know exactly what to do if you suspect fraud.

Prepare for emergencies

Mitigate the cost of recovery after a disaster by creating a business disaster response plan.

Recover from disasters

Discover planning guidance, tips for pivoting and other resiliency resources.

Close or sell your business

Create a thorough plan to transfer ownership, sell, or close your business.

Hire employees with disabilities

Help your business meet their talent needs while strengthening your competitive edge.

Need help?

Get free business counseling

Before finding the right person for the job, you’ll need to create a plan for paying employees. Follow these steps to set up payroll:

  1. Get an Employer Identification Number (EIN)
  2. Find out whether you need state or local tax IDs
  3. Decide if you want an independent contractor or an employee
  4. Ensure new employees return a completed W-4 form
  5. Schedule pay periods to coordinate tax withholding for IRS
  6. Create a compensation plan for holiday, vacation and leave
  7. Choose an in-house or external service for administering payroll
  8. Decide who will manage your payroll system
  9. Know which records must stay on file and for how long
  10. Report payroll taxes as needed on quarterly and annual basis

Distinguishing between employees and independent contractors can impact your bottom line, or your total revenue once expenses have been deducted. Your bottom line ultimately impacts how you withhold taxes and helps you stay legally compliant during tax season. Learn the differences before hiring your first employee.

An independent contractor operates under a separate business name from your company and invoices for the work they’ve completed. Independent contractors can sometimes qualify as employees in a legal sense. The Equal Employment Opportunity Commission guide breaks things down so you can make a more informed decision.

If your contractor is discovered to meet the legal definition of employee, you may need to pay back taxes and penalties, provide benefits, and reimburse for wages stipulated under the Fair Labor Standards Act.

John and Kelly need to establish a payroll structure to hire employees to work at their auto repair shop.

They write descriptions for each position they want to fill — clearly defining the responsibilities of each role and the qualifications needed — and post the openings on popular job boards online.

John and Kelly set wages for each position, at least meeting their state’s minimum wage requirement.

Each new employee completes a W-4 form, which John and Kelly submit to the IR.S. (The IRS requires businesses to keep records of employment taxes for at least four years.) They also complete Form I-9, which requires John and Kelly to examine documents to confirm the employee’s citizenship or eligibility to work in the U.S. (They don’t have to submit this form to the federal government, but they do have to keep them on file.)

John and Kelly contact their state tax office to learn about their state tax obligations. They also report their new employees to their state directory within 20 days of the employee hire date, as required by their state.

John and Kelly pay for an online payroll service, which automatically calculates how much their employees should be paid each pay period, accounting for tax deductions.

John and Kelly have hired employees and established tax records, and have a system in place to pay their employees.

Healthcare and other benefits play a significant role in hiring and retaining employees. Some employee benefits are required by law, but others are optional.

Your small businesses can offer a complete range of optional benefits to help attract and retain employees. Even if a benefit you offer is optional, it might still have to comply with certain laws if you choose to offer it.

Businesses that offer group health plans must comply with federal laws. You can read more about those laws in the Department of Labor’s advisory guide.

Employees can expand coverage through the Affordable Care Act and some may qualify for benefits via the Consolidated Omnibus Budget Reconciliation Act (COBRA). Businesses must extend the option of COBRA benefits to employees who are terminated or laid off. For more information and resources to help small businesses make decisions about health insurance coverage, visit HealthCare.gov.

Retirement plans are a very popular employee benefit. Consider offering an employer-sponsored plan like a 401k or a pension plan. The federal government offers a wide range of resources to aid small business owners in choosing their retirement plan and pension.

Employee incentive programs can boost morale and create more draw for open positions. Common incentives include stock options, flex time, wellness programs, corporate memberships, and company events.

If your budget allows, you may want to consider investing in benefits administration software to make your accounting process easier and more efficient. Detailing these benefits in the employee handbook helps your staff make decisions, and they can use it as a reference for workplace requirements.

Protect workers’ rights and your business by adhering to labor laws, which means you must ensure that business practices align with industry regulations.

This includes learning applicable laws for hiring veteransforeign workershousehold employeeschild labor and people with disabilities, among other groups. You must also comply when terminating an employee, laying off workers, or downsizing the company.

Consult the Department of Labor’s federal and state law resources.

Download our example marketing plan and learn what to consider when it comes to promoting your business.