What Payroll Documents Do You Need to Pay Employees?

Payroll documentation is more than just paperwork — it’s the backbone of your company’s compliance and efficiency. For HR professionals managing payroll across different regions, whether in a global company, a U.S.-only operation, or something in between, understanding which forms and records are required is essential.

Getting employees paid at work while meeting tax, social security, and labor law obligations requires the right payroll documents. And with rules that vary from country to country — and even state to state — you need a reliable resource to help you through it all. This guide provides everything you need to ensure your payroll operations are compliant and efficient, no matter where your team is located.

10 payroll documents you need to pay U.S. employees

Whether you’re setting up payroll for a new hire or managing ongoing payroll operations, understanding how to do payroll includes knowing what documents are essential for getting U.S. employees paid at work and staying compliant with federal and state regulations.

1. W-4 form (employee’s withholding certificate)

The W-4 form is a foundational document in payroll. Every new hire must complete this form, which determines the amount of federal income tax to withhold from their paycheck. Employees can update their W-4 at any time, which allows them to adjust their withholding as their financial situation changes. Ensuring accurate completion of the W-4 form is critical — errors can lead to under- or over-withholding, creating headaches for both employees and the business.

2. I-9 form (employment eligibility verification)

The I-9 form is another essential piece of payroll documentation that is required for verifying a new employee’s eligibility to work in the U.S. Employers must complete this form within three days of an employee’s start date.

The I-9 requires the employee to provide documents that establish both identity and employment authorization, such as a U.S. passport or a combination of a driver’s license and Social Security card. Employers must keep these records on file for three years after the hire date or one year after termination, whichever is later, to remain compliant.

3. State withholding forms

In addition to the federal W-4, many states require their own withholding forms to calculate state income tax. These forms function similarly to the W-4 but are specific to each state’s tax requirements. Ensuring that you collect and correctly process these state-specific forms is vital for maintaining compliance and accurate payroll processing.

4. Direct deposit authorization form

A direct deposit authorization form allows an employee to have their paycheck directly deposited into their bank account; this document collects the necessary banking information, such as routing and account numbers, and authorizes the employer to make electronic payments. While not legally required, direct deposit is a common and efficient way to ensure employees are paid promptly and securely. It also reduces the administrative burden of printing and distributing physical checks.

5. Employee agreement or offer letter

An employee agreement or offer letter outlines the terms of employment, including job responsibilities, salary, benefits, and other important details; this document serves as the official contract between the employee and the employer. It not only sets expectations but also acts as a reference point for resolving potential disputes. Having a signed agreement on file is a key part of payroll documentation, as it provides proof of the agreed salary and terms, supporting compliance and transparency.

6. Form W-2 (wage and tax statement)

At the end of each year, employers must provide employees with a W-2 form, which details their total earnings, tax withholdings, Social Security contributions, and other relevant payroll information; employees use this form to file their federal and state tax returns. Employers must also submit W-2 forms to the Social Security Administration and relevant state agencies. Failing to provide accurate W-2s can result in penalties, so it’s essential to have a robust process for generating and distributing these forms.

7. Form 1095-C (employer-provided health insurance offer and coverage)

For companies with 50 or more full-time employees, the Affordable Care Act (ACA) requires employers to provide Form 1095-C to employees; this document reports the health insurance coverage offered to the employee and their dependents, if applicable. Employers must also file this form with the IRS. Proper documentation of health insurance offerings is critical for ensuring ACA compliance and avoiding penalties.

8. Time sheets and attendance records

Accurate tracking of hours worked is crucial, especially for non-exempt employees under the Fair Labor Standards Act (FLSA). Time sheets and attendance records are essential payroll forms for calculating wages, overtime pay, and ensuring compliance with labor laws. Digital systems that automate time tracking can help maintain accurate records and streamline payroll processing, reducing the likelihood of payroll disputes or compliance issues.

9. Payroll register

A payroll register is a summary report that includes all payroll information for each pay period, such as gross pay, net pay, tax withholdings, and benefits deductions; this document serves as an internal record for HR and payroll teams to verify the accuracy of payroll operations. In addition, payroll registers are valuable for audits, as they provide a clear overview of each employee’s earnings and deductions.

10. Form 941 (employer’s quarterly federal tax return)

Form 941 is a quarterly report filed by employers to the IRS detailing federal income tax, Social Security, and Medicare taxes withheld from employees’ paychecks; this form also reports the employer’s share of Social Security and Medicare taxes. Filing Form 941 on time is crucial for demonstrating payroll tax compliance and avoiding IRS penalties.

Essential payroll documents: A global perspective

If your business operates internationally, you’ll need to navigate various payroll forms and regulations specific to each country. While some documents serve similar purposes as U.S. forms, each country has its own unique requirements. Here are a few examples.

• In the U.K., the P60 form, issued annually, summarizes an employee’s total earnings and tax contributions. These documents are essential for managing tax obligations and ensuring compliance with U.K. regulations.
• In Canada, the T4 slip is a critical payroll document that employers issue to employees each year, summarizing their earnings and taxes withheld. The Canadian Revenue Agency (CRA) uses this information to verify tax compliance and calculate any refunds or additional taxes owed by the employee.
• In Germany, the Lohnsteuerbescheinigung (annual income tax certificate) is used to report employee income and taxes. This document is similar to the W-2 form in the U.S. and must be submitted to the German tax authorities. The employer is responsible for managing and reporting employee tax withholdings, social security contributions, and other deductions like health insurance.

The specifics of payroll forms vary greatly based on country-specific labor and tax laws, making it essential for multinational HR teams to stay informed. One effective way to manage this is by accessing official resources like government websites, which provide the most up-to-date regulations and guidelines.

Navigating international payroll requires understanding these differences and aligning your operations with each country’s standards. Investing in a comprehensive digital payroll platform that offers multi-country compliance support can simplify this process, ensuring you meet each jurisdiction’s requirements without added complexity.

Managing payroll documents efficiently

The right strategies and tools not only keep your payroll operations running smoothly but also help you maintain compliance with tax, labor, and privacy regulations. In this section, we’ll cover best practices for managing payroll documents, from single-country operations to multinational organizations, and explore the importance of audits and data security.

Document management for single-country operations

When managing payroll for a business operating in a single country, staying organized and efficient with payroll documentation is key. Whether your focus is on managing employee records or ensuring that payroll forms are properly filled out and stored, having a streamlined process will save time and reduce compliance risks.

• Use digital solutions: Digital payroll platforms, such as Gusto, are essential for businesses looking to simplify payroll operations. These platforms allow you to manage employee documents digitally, reducing the need for physical storage and providing easy access when you need to retrieve or update information. Digital solutions also automate payroll calculations, ensuring that employees get paid at work promptly and accurately.
• Organize employee records: Keeping employee records well-organized is fundamental; this includes documents like tax forms, direct deposit authorizations, and employment agreements. Store these records securely in a digital format, categorizing them by document type and employee name. This setup not only simplifies the retrieval process but also ensures that you meet legal requirements for record retention.
• Maintain payroll efficiency: Regularly updating your payroll documentation processes is crucial for maintaining efficiency. Establish a routine for collecting, verifying, and filing employee documents during onboarding and offboarding. This practice ensures your records are always up-to-date, reducing the risk of errors and improving overall payroll efficiency. Implementing a checklist for each step in the payroll process can further enhance accuracy and compliance.

Document management for multinational operations

Managing payroll documentation across different jurisdictions is much more complex than managing it for a single country. Multinational operations require strategies that accommodate country-specific requirements while maintaining consistency across the organization.

• Adopt a digital payroll platform with multi-country support: For multinational businesses, investing in a digital payroll platform that supports multi-country compliance is a game-changer. Platforms like ADP Global Payroll and Papaya Global offer comprehensive solutions that integrate local tax laws, social security regulations, and labor requirements, automating payroll documentation and ensuring compliance no matter where your employees are located. These platforms centralize payroll information, making it easier to manage employee records, update payroll forms, and stay on top of each country’s specific regulations.
• Create consistent payroll documentation standards: While every country may have unique requirements, maintaining consistent standards across your organization helps streamline payroll management. Establish universal guidelines for managing employee documents, such as onboarding checklists, and then tailor them for each jurisdiction. This approach ensures that you maintain a level of consistency while also accommodating local requirements, such as country-specific tax forms and benefits documentation.
• Collaborate with local HR teams: Multinational businesses benefit from collaborating closely with local HR teams. Local expertise can help you navigate the nuances of labor laws, tax regulations, and document requirements specific to each country. By maintaining open lines of communication, you can stay informed about changes in local laws that may impact your payroll processes and adjust your documentation strategies accordingly.

Audits and data security

Ensuring that your payroll documentation is accurate and secure isn’t just about efficiency — it’s also about compliance. Regular audits and robust data security measures are critical for protecting sensitive payroll information and maintaining compliance with global regulations.

• Conduct regular audits: Audits are essential for identifying errors and gaps in your payroll documentation. By conducting regular internal audits, you can verify that employee records are up-to-date, that tax withholdings are accurate, and that you comply with all relevant labor and tax laws. For multinational operations, audits help ensure that country-specific requirements are consistently met. Establishing a routine audit schedule — such as quarterly or annually — can help catch and correct issues before they become costly compliance problems.
• Prioritize data security: Payroll information is highly sensitive and protecting it is critical. Implement robust data security measures, such as encryption and multi-factor authentication, to safeguard payroll records. If your company operates in regions governed by strict privacy laws, such as the General Data Protection Regulation (GDPR) in the European Union, you must ensure your data practices are compliant.Using payroll platforms that support GDPR compliance, such as ADP or Workday, can help you maintain secure and compliant payroll software. Educate your HR team about best practices for handling sensitive information to minimize the risk of data breaches.
• Maintain compliance with privacy regulations: With increasing global emphasis on data protection, it’s essential to stay informed about privacy regulations in each country where you operate. Regulations like GDPR and the California Consumer Privacy Act (CCPA) set strict standards for data handling, and failing to comply can lead to severe penalties. Ensure that your payroll documentation processes align with these regulations by implementing data access, storage, and destruction policies.

Payroll documents FAQs

What is a payroll document?

A payroll document is any record or form used in the payroll process to ensure employees are paid correctly and legally. These documents include tax forms (like the W-4), employment eligibility verification (I-9), time sheets, direct deposit authorizations, and payroll summary reports.

What reports do you run for payroll?

Several key reports are typically run to manage payroll efficiently and maintain compliance:

• Payroll summary report: This report provides an overview of total earnings, deductions, and net pay for each pay period, offering a snapshot of your company’s payroll expenses.
• Tax withholding report: Details the taxes withheld from each employee’s paycheck, including federal, state, and local taxes, as well as Social Security and Medicare contributions.
• Benefits summary: Outlines employee benefits, such as health insurance or retirement plan contributions, and their impact on payroll deductions.
• Labor cost report: Provides insights into overall labor costs, helping businesses analyze payroll expenses and make informed budget decisions.

Can I run my own payroll?

Yes, small businesses can run their own payroll, but it requires attention to detail and compliance with tax laws. If you have a small team and limited payroll needs, managing it independently can save costs. However, it’s essential to stay on top of payroll documentation, tax filing deadlines, and state and federal labor laws.

Do I have to pay an employee who does not submit their time sheet?

Legally, employers must pay employees for any time worked, regardless of whether the time sheet was submitted. The FLSA requires employers to compensate employees based on actual hours worked. If an employee fails to submit a time sheet, the best practice is to estimate their hours based on previous pay periods and then make adjustments once the time sheet is submitted.

Final thoughts

Whether you’re managing payroll for a single-country operation or a multinational enterprise, having accurate payroll forms and employee records is key to avoiding legal issues and ensuring employees are paid at work correctly. For multinational companies, using a global perspective is essential, as payroll documentation requirements vary across jurisdictions.

Efficient document management systems, especially digital solutions, streamline payroll processes, keep employee documents organized, and simplify compliance efforts across borders.

HR professionals should take the time to review their current payroll processes, ensuring that they meet local and international standards. Leveraging resources like the ones mentioned in this guide can help you stay ahead of compliance challenges, protect your business, and keep your payroll operations running smoothly. By staying proactive and informed, you can build a robust, compliant, and efficient payroll system that works for your entire organization.

This article was reviewed by our HR / Payroll expert Jessica Dennis.