The Tool Desk
Outbyte PC Repair FREEClear out junk files and repair common Windows errorsFree Scan →Outbyte Driver Updater FREEFix the driver behind crashes, sound loss and screen glitchesFind Drivers →SurePayroll, Poppins Payroll, and GTM are a practical shortlist for U.S. families comparing nanny payroll services. SurePayroll and Poppins publish monthly prices for one employee; GTM describes a broader household-payroll service but does not state a current price in the information reviewed here. These are provider claims, not independently tested results, so compare the exact filing scope, state coverage, and total fees before choosing.
First, confirm whether your nanny is a household employee. Federal tax rules and state employment requirements still apply when a payroll service handles the paperwork.
What a nanny payroll service should handle
A household payroll service can calculate pay and taxes, arrange employee payment, make tax deposits, and prepare filings. Those tasks are not interchangeable: a plan may include some but not all of them, and state registration or employer action may be required before the provider can file or pay.
Before signing up, ask the provider to specify in writing whether the quoted plan covers:
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- Federal and state tax calculations, deposits or payments, and quarterly filings.
- Schedule H and the employee’s W-2, plus any W-3 filing or delivery obligations.
- New-hire reporting and state or local employer registrations.
- Direct deposit, pay frequency, schedule changes, reimbursements, and payroll corrections.
- Additional employees, setup, amended or prior-period filings, year-end processing, and service cancellation.
- How support is reached, when it is available, and whether the employee can contact the service.
Check requirements for unemployment insurance, workers’ compensation, paid leave, and local taxes separately; federal payroll coverage does not establish that state or local duties are handled.
Compare the leading services
The prices below are provider-listed monthly amounts for one employee, as observed on October 8, 2026. Plans and prices can change, and the listed amount alone does not establish total annual cost.
| Service | What the provider describes | Price evidence | What to verify |
|---|---|---|---|
| SurePayroll | Its nanny page lists federal and state tax filing and deposits, registration assistance, direct deposit, and Schedule H support. | $39 per month for one employee, listed on the provider page accessed October 8, 2026. | Current price and offer terms, state-specific support, included filings, and additional fees. |
| Poppins Payroll | Its pricing page lists payroll processing, tax payments, quarterly filings, and year-end Schedule H/W-2 materials for active accounts. | $49 per month for one employee, listed on the provider page accessed October 8, 2026. | Additional fees and whether your state requires employer action before the service can file or pay. |
| GTM Payroll Services | Its official page describes household payroll and tax service and employment-practice guidance. It says it will work with an agency on notices tied to its filings. | Current price not stated on the provider page cited here; request a quote. | State coverage, exact filing responsibilities, support terms, and any notice or correction limits. |
| Care.com HomePay | A secondary comparison published in July 2026 discusses HomePay and service tiers. | Current primary-source price not stated in the evidence cited here. | Check HomePay directly for current plans, prices, integration details, and included duties before comparing it. |
Provider descriptions: SurePayroll nanny payroll, Poppins pricing, Poppins nanny payroll and tax services, GTM household nanny payroll, and the July 2026 secondary HomePay comparison. These descriptions do not establish comparative accuracy, speed, ease of use, or support quality.
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How to choose for your household
Compare total annual cost, not just the monthly price
Multiply the monthly subscription by the months you expect to use it, then add any employee, setup, year-end, amendment, prior-period, or account-closing charges. Ask whether a quoted amount is a standard price or a promotion, and whether all required tax filings and payments are included.
Match the filing scope to your state
Give each provider your state and locality and ask what it will file, pay, register, and monitor there. Confirm what you must do first, such as obtaining an employer account or authorizing the service. Ask who responds to agency notices and who corrects a missed or inaccurate filing.
Choose a payday workflow you can sustain
Confirm whether wages go by direct deposit or another method, how often payroll can run, and how to handle a changed schedule, reimbursement, or correction. A service’s advertised direct deposit does not answer how quickly changes can be made or how a payroll error is resolved.
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Check fit for exceptions and service changes
Ask how the service handles family caregivers, potentially exempt relatives, payroll from an earlier period, workers’ compensation questions, and stopping service before year-end. Family-member exceptions depend on the facts and applicable rules; do not assume a standard nanny plan resolves them.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Know the household-employer tax baseline
For federal purposes, a nanny is generally a household employee when the family controls not only what work is done but how it is done. Working in a private home does not, by itself, make the nanny an independent contractor. Classification depends on the facts, and state rules may also matter. See the IRS guidance on employment taxes for household employees.
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Random freezes, missing sound and display glitches usually trace back to one bad driver. Find and replace yours safely.Free scan · under a minuteFor 2026, IRS Publication 926 sets the general Social Security and Medicare threshold at $3,000 in cash wages paid to one household employee during the year. If the threshold is reached, those taxes generally apply to all cash wages paid that year, subject to exclusions. The standard combined Social Security and Medicare share is 7.65% for the employer and 7.65% for the employee; the employer may choose to pay the employee’s share rather than withhold it. The 2026 Social Security wage base is $184,500.
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FUTA has a separate general threshold: household employers generally owe it when total cash wages to household employees reach $1,000 in a calendar quarter, subject to IRS exclusions and credits. State unemployment insurance, workers’ compensation, paid-leave, and local obligations require separate, location-specific checks.
The IRS says a household employer generally needs an EIN. When required, the W-2 must be provided to the employee and the W-2/W-3 filed by February 1, 2027; Schedule H for 2026 is generally filed with the federal return by April 15, 2027. Confirm the exact duties and exceptions for your circumstances in IRS Publication 926 (2026).
Outsourcing payroll does not transfer your responsibility
A payroll service can take on specified administrative tasks, but the household employer should verify what it actually handles and review its work. The IRS warns that an employer who is required to withhold and pay employment taxes but does not do so will generally be liable for the taxes that should have been withheld and paid. Ask how you will see tax payments and filings, how exceptions are surfaced, and what you should do if a notice arrives.
Quick Recap
Product prices and availability are accurate as of the date/time indicated and are subject to change. Any price and availability information displayed on Amazon at the time of purchase will apply.
