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South Carolina Reporting Requirements for Employers

04 Apr

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Update Applicable to:Deadline
All employers with at least 1 worker in South CarolinaApril 30, 2024


What happened?

On May 19, 2023, Governor Henry McMaster signed into law the Statewide Education and Workforce Development Act (H 3726). 


What are the details?

Although South Carolina employers with at least one worker in the state have for many years been required to file quarterly reports with SCDEW, for 2024, employers for this quarter (ending on April 30, 2024) and forward, must:

  • Include in those quarterly reports the SOC for each position, along with employee names, social security numbers, number of hours worked, and wages (Section 41-31-160). 
  • If they employ fewer than 10 workers in South Carolina, they can submit this information electronically or by paper.
  • Every employer with at least 10 employees must submit this information electronically unless a “hardship” exception applies (Section 41-35-615).
  • Employers are only required to report information on employees who work in South Carolina.
  • Compliance will be monitored and, when necessary, compelled by the Office of Statewide Workforce Development.


Starting on March 1, 2024, employers with at least 10 employees are required to respond electronically to requests for information from SCDEW relating to individual claims for unemployment benefits, and the agency may waive the requirement to file electronically (a hardship must be shown). 


Business Considerations

  • Audit your workforce to determine whether you will be required to submit the report electronically or if a hardship exception applies to you.
  • Review the resources provided below for all the information needed to file the report properly and before the deadline.


Resources


Source References

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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