Reminder California: Lake County Employers Can Request a 2-Month Extension

31 Oct

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We want to remind employers in Lake County that, if they are directly affected by the Boyles Fire, they may request up to a 2-month extension of time from the Employment Development Department (EDD) to file their state payroll reports and/or deposit payroll taxes without penalty or interest.

  • A request for an extension must be received within 2 months from the original delinquent date of the payment or return.

The request for an extension to report and pay may be in writing or requested by calling the Taxpayer Assistance Center at 1-888-745-3886. For additional information, refer to Information Sheet: State of Emergency or Disaster (DE 231SED) (PDF).

State payroll taxes include Unemployment Insurance (UI), Employment Training Tax (ETT), State Disability Insurance (SDI) (includes Paid Family Leave), and California Personal Income Tax (PIT). When requesting an extension, employers must specifically state that the request is made pursuant to section 1111.5 of the CUIC and must also provide detailed information as to why the report(s) and/or payment(s) could not be submitted in a timely manner and must be submitted before or within two months of the original delinquent date of the return or payment.

  • Section 1111.5 of the CUIC does not include reimbursable Unemployment Insurance payments.

Written requests for extension to report and pay can be mailed to:

  • Employment Development Department
    PO Box 826880
    Sacramento, CA 94280-0001

For additional information, please visit:
Emergency and Disaster Assistance for Employers (EDD)

Need help understanding how changes to employment laws will affect your business?

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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