California payroll taxes come in two layers. State requirements administered by the Employment Development Department (EDD), and federal requirements administered by the IRS. Both apply to every employer with W-2 staff, and you have to handle both to stay compliant.

On the state side, you withhold Personal Income Tax (PIT) from employee wages based on their DE 4 form, similar to how federal W-4s work. You also withhold State Disability Insurance (SDI), which funds short-term disability and paid family leave benefits. The SDI rate and wage base change annually. Employees pay this, you just withhold and remit it.

The employer-paid state taxes are Unemployment Insurance (UI) and Employment Training Tax (ETT). New employers start with a UI rate around 3.4%, which adjusts over time based on your claims history. ETT is a flat 0.1% on the first $7,000 of wages per employee. These don’t come out of employee paychecks, they come out of your pocket.

Federal requirements add on top of the state taxes. You withhold federal income tax based on W-4 forms and the employee half of FICA, which covers Social Security (6.2%) and Medicare (1.45%). Then you match the FICA withholding as the employer portion. FUTA is employer-only, currently 6% on the first $7,000 of wages, though you get a credit that drops it to 0.6% if your state UI is paid on time.

Quarterly filing with the EDD happens through Form DE 9 (Quarterly Contribution Return and Report of Wages) and Form DE 9C (the employee wage detail continuation). Federal quarterly reporting uses Form 941. These reconcile what you withheld, what you owe, and what you already deposited.

Deposit schedules depend on your tax liability. New employers usually deposit monthly, meaning federal taxes are due by the 15th of the following month. As your payroll grows, you may shift to semi-weekly deposits, which are due Wednesday or Friday depending on when payday falls. California has similar tiered deposit schedules. Miss a deadline and penalties start immediately, with interest on top.

Year-end brings W-2s for employees, 1099s for contractors, and annual reconciliations with both the IRS and EDD. This is where mismatches between what you deposited and what you reported get flagged.

Before running your first payroll, you need a federal EIN from the IRS and a state employer account number from the EDD. Most California employers also need workers’ compensation insurance before their first hire, which isn’t a payroll tax but is required by state law.

California compliance is layered and the EDD enforces missed filings aggressively. Penalties compound and interest accrues fast. Most small business owners either use payroll software with automated filing or hand it off entirely. The cost of professional help is usually less than one missed deposit penalty.

If you’d rather not track deposit schedules and filing deadlines yourself, full-service payroll handles tax deposits, quarterly EDD filings, and year-end forms so you just approve hours and cut checks. For businesses that want to run payroll in-house, Pasadena bookkeepers who understand California payroll can configure your system correctly from the start and train you to stay compliant without memorizing the EDD manual.