From Mount Rushmore to Badlands National Park, South Dakota is known for its impressive and dramatic landscapes. The state boasts some of the country’s best hunting and fishing, and residents enjoy consistently short commutes and a low cost of living. South Dakota may be sparsely populated, but those who live there cherish the wide-open spaces. Chances are, if your next employee is a South Dakotan, they won’t want to leave. Fortunately, in this era of remote work, collaborating across state lines is easy.Bringing on a new employee can be exciting, but there’s often a lot to do as well. You want to onboard your new hire as quickly and smoothly as possible to ensure their success at your organization. But before you get started with onboarding, you’ll need to register your company with the state of South Dakota.
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Register your business in South Dakota in two easy steps:
You’ll receive your Employer Account Number immediately after registering online. South Dakota has no state income tax, so you do not need to register for withholding taxes. Once you’ve received your account number, you’ll be able to register new employees, file wage reports, and submit unemployment taxes online. Remember, in general, you are responsible for paying an unemployment tax once you’ve paid $1500 in wages in a single calendar quarter, or employed someone for a portion of a day in 20 different weeks in a calendar year.If you need additional support, the South Dakota Department of Labor and Regulation has an employer handbook and a useful FAQ section.Note: To get more information on how hiring an employee based in South Dakota can impact your tax liabilities, please read our post on remote work taxes.Interested in streamlining your state registration process? With Pilot, you can complete state registrations online, from one platform, in all 50 US states, plus Washington, D.C. Eliminate hours of manual effort from the process by using Pilot. Learn more about our state registrations feature.
The information contained in this site is provided for informational purposes only, and should not be construed as legal advice on any subject matter.
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