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For a U.S. family comparing nanny payroll services, SurePayroll, Poppins Payroll, and GTM are the clearest shortlist in the available provider information. SurePayroll and Poppins publish prices for one employee; GTM describes a broader household payroll and employment-practices service but does not state a price here. Those are provider claims, not independent test results, so compare filing scope, state coverage, and fees before choosing. Care.com HomePay is another option, but verify its current plans directly.
Before comparing services, determine whether your nanny is a household employee and which federal and state obligations apply. A payroll service can handle delegated tasks, but you remain responsible for checking what it does and what it leaves to you.
Which nanny payroll service should you shortlist?
The right fit depends less on a headline monthly price than on the filings you need, your state, and how much work you want to keep. The table summarizes what each provider’s cited information says; it does not rank accuracy, ease of use, or service quality.
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| Service | What its cited information says | Best question to ask | Important qualification |
|---|---|---|---|
| SurePayroll | Its nanny page lists $39 per month for one employee, federal and state tax filing and deposit, registration assistance, direct deposit, and Schedule H support. SurePayroll nanny payroll | Does its current plan handle the filings and deposits your household needs in your state? | The $39 figure is the listed price observed October 8, 2026, not a guaranteed current or permanent price. Confirm offer terms, state scope, and extra fees. |
| Poppins Payroll | Its pricing page lists $49 per month for one employee and describes payroll processing, tax payments, quarterly filings, and year-end Schedule H/W-2 materials for active accounts. Poppins pricing | Does its household-focused plan cover the setup and recurring filings you want delegated? | The $49 figure is the listed price observed October 8, 2026. Additional fees may apply, and some states require employer action before the service can file or pay. See its service details. |
| GTM Payroll Services | GTM describes an all-in-one household payroll and tax service with employment-practice guidance, and says it will work with an agency on notices tied to its filings. GTM household nanny payroll | Would payroll support plus household-employment guidance be useful to you? | A current price is not stated in the cited information. Ask for a quote and confirm state coverage and exactly which filings are included. |
| Care.com HomePay | A secondary comparison published July 10, 2026 discusses HomePay and tier differences. MaidStaff comparison | Does Care.com integration or a particular service tier matter for your family? | Current primary plan details were not established here. Check HomePay directly before relying on a price or feature claim. |
These descriptions come from provider pages or, for HomePay, a secondary comparison. No service was independently tested for tax accuracy, on-time payment, usability, or support.
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What to compare before signing up
Ask each service the same questions in writing so that you can compare the full job it will do, not just a monthly subscription fee.
- Total annual cost: Ask about subscription charges and additional employee, setup, year-end, amendment, prior-period, and account-closing fees. Confirm whether the quoted amount is recurring or promotional.
- Tax and filing scope: Identify who calculates and deposits federal and state taxes, files quarterly returns, prepares Schedule H and W-2/W-3, and submits new-hire reports. “Tax support” can mean something narrower than filing and payment.
- State and local coverage: Confirm the service handles your state and locality, what registrations are needed first, and whether you must sign forms or make payments yourself. Federal coverage does not settle state unemployment insurance, workers’ compensation, paid-leave, or local requirements.
- Payday workflow: Check whether payment is by direct deposit or an employer-issued check, how pay frequency and schedule changes work, and how reimbursements or corrections are handled.
- Support: Ask how to reach a person, during what hours, and whether the employee can receive help directly.
- Exceptions and transitions: Ask how the provider handles earlier payroll periods, family caregivers or exempt relatives, workers’ compensation and unemployment questions, and ending service before year-end.
Know the household-employer baseline first
Is a nanny a household employee?
A nanny is not automatically an independent contractor because the work happens in a private home. The IRS says household workers are generally employees when the household controls not only what work is done but how it is done. Individual facts and applicable state rules matter. See IRS Topic 756.
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Federal tax thresholds for 2026
Under IRS Publication 926 (2026), for use in 2026, Social Security and Medicare taxes generally apply when you pay one household employee at least $3,000 in cash wages during 2026. If the threshold is reached, the taxes generally apply to all cash wages paid that year, subject to exclusions. The standard combined rate is 15.3%: 7.65% for the employer and 7.65% for the employee. An employer may choose to pay the employee’s share instead of withholding it. The 2026 Social Security wage base is $184,500.
FUTA follows a different general threshold: household employers generally owe it if total cash wages to household employees reach $1,000 in a calendar quarter. Exclusions and credits apply. State unemployment-insurance rules have their own requirements and should be checked separately.
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Core dates and employer responsibilities
The IRS says an employer generally needs an Employer Identification Number (EIN). When required, the employer must provide the employee’s W-2 and file W-2/W-3 by February 1, 2027, and file Schedule H with the 2026 federal return by April 15, 2027. Confirm which obligations and exceptions apply to your household in Publication 926.
Outsourcing payroll does not remove the employer’s responsibility to review the work. The IRS warns: “If you have a household employee and you’re required to withhold and pay employment taxes and you don’t, you will generally be liable for the employment taxes that you should’ve withheld and paid.” Ask what the provider files, pays, registers, and monitors—and what you must still do yourself.
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How to choose based on your household
- Start with SurePayroll or Poppins if you want to compare two providers that publish a monthly price for one employee and describe tax-related services. Verify each plan’s current price and state-specific scope.
- Ask GTM for a quote if employment-practice guidance and help with certain filing-related notices are important alongside payroll. Establish its price and exact responsibilities before comparing it with a priced plan.
- Investigate HomePay directly if Care.com integration or a tiered offering is relevant, but do not treat a secondary comparison as confirmation of current plan details.
- Manage payroll yourself only if you are prepared to track deadlines, calculate and deposit required taxes, file forms, and check state-specific obligations. A service can reduce administrative work, but you still need to understand its limits.
Family caregivers and relatives may qualify for tax exceptions. Because the result depends on the relationship and circumstances, check Publication 926 and seek qualified tax advice for your situation rather than assuming ordinary nanny rules apply.
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.
