EOR in the United States
Employer of Record in the United States.
Employ talent in the United States without setting up a local entity.
- Fast and compliant employee onboarding
- Payroll, tax and social security in United States
- Transparent monthly EOR pricing
- Work-permit support where a permit is required
Talk to an expert
We’ll help you plan your next hire in the United States.
Your information stays private.
Employment in United States
Employ in the United States without establishing a local entity
The EOR pricing model in the United States is typically based on a fixed monthly fee per employee. This fee generally includes payroll administration, employment agreements, tax withholding, employee onboarding, benefits administration, HR support, and ongoing compliance management.
Understanding employment costs is critical when hiring employees in the United States. Beyond base salary, employers are responsible for various payroll taxes and employment-related expenses.
At a glance
United States at a glance
Country essentials and economic context.
Country profile
Economic indicators
Employment
Employment essentials
Choose a topic to explore local employment requirements.
The U.S. tax framework includes federal, state, payroll, and other employer tax requirements.
Notice and severance follow the labour code and the contract. Gini calculates the balance at offboarding.
Included
What’s included in your EOR service?
Employment administration and support for your team in United States.
Employment contracts & onboarding
Locally compliant employment documents, onboarding and statutory setup in United States.
Monthly payroll
Gross-to-net payroll, payslips and monthly payroll reporting in United States.
Social security administration
Employee registration and ongoing social security contributions in United States.
Payroll tax administration
Processing of applicable payroll taxes and statutory filings in United States.
Leave & benefits administration
Administration of statutory leave, agreed benefits and expenses in United States.
Employee records
Employment records and HR documentation through the employee lifecycle in United States.
Local HR support
Day-to-day employment support for employees and international employers in United States.
Offboarding & final settlement
Termination documents, final payroll and statutory settlement in United States.
EOR vs Local Entity in United States
| Employer Social Security Tax | 6.2% |
|---|---|
| Employer Medicare Tax | 1.45% |
| Federal Unemployment Tax (FUTA) | Up to 6.0%* |
| State Unemployment Tax (SUTA) | Variable by State |
| Workers' Compensation Insurance | Variable Rates |
| Health Insurance | Employer Policy |
| Notice Period | Generally At-Will |
| Onboarding via EOR | 3–5 Business Days |
Hiring
Hiring & compliance in United States
Key employment rules for international employers hiring in United States.
Working Hours
Federal law generally establishes a 40-hour workweek threshold for overtime eligibility. Non-exempt employees are typically entitled to overtime pay at 1.5 times their regular rate for hours worked beyond 40 hours in a workweek.
Probation Period
There is no federal statutory probation period requirement. Many employers voluntarily implement probationary or introductory periods, typically ranging from 30 to 180 days.
Employment-at-Will
In most states, employment is generally at-will, meaning either the employer or employee may terminate the employment relationship at any time, subject to applicable laws, contractual obligations, and anti-discrimination protections.
Employment termination in the United States
Working Hours
Federal law generally establishes a 40-hour workweek threshold for overtime eligibility. Non-exempt employees are typically entitled to overtime pay at 1.5 times their regular rate for hours worked beyond 40 hours in a workweek.
Probation Period
There is no federal statutory probation period requirement. Many employers voluntarily implement probationary or introductory periods, typically ranging from 30 to 180 days.
Employment-at-Will
In most states, employment is generally at-will, meaning either the employer or employee may terminate the employment relationship at any time, subject to applicable laws, contractual obligations, and anti-discrimination protections.
Employee Benefits
Employees may receive benefits such as health insurance, retirement plans, paid time off, workers' compensation coverage, and family or medical leave protections depending on employer policies and legal requirements.
Anti-Discrimination Protections
Federal and state laws prohibit discrimination based on protected characteristics such as race, color, religion, sex, national origin, age, disability, and other protected categories.
Customer success
Employ in United States with one partner
Gini hires and employs people in United States under local rules, covering the contract, payroll, tax and social contributions, without opening a local entity first.
Payroll, tax and social security stay with one accountable partner.
Gini TalentEmployer of Record
Download free guide for United States
A practical guide to employment, payroll, tax and EOR compliance in United States.
