Make employment in United States easy. Let us handle payroll, benefits, taxes, compliance, and even stock options for your team in United States, all in one easy-to-use platform.
The United States of America needs little introduction. The nation’s economy is bolstered by world-leading exports and innovation in technology, sports, arts, culture, media, and music.
Home to Hollywood, Silicon Valley, and iconic brands like Apple, Google, Ford and Nike, the United States present’s one of the world’s most attractive recruitment pipelines. The country’s population is highly educated, driven to succeed, and open to remote work.
The trend toward flexible, hybrid, and remote work continues in the US, with The Great Resignation taking hold. Smart employers on the lookout for experienced international talent should be considering taking advantage of this labor movement. For employers outside the US, offering a competitive benefits package can give you a genuine edge over local competitors.
Statutory provisions for annual leave, sick leave,social security, and healthcare are comparatively low in the US. That means employers who can provide these benefits as part of an employee-focused will find great success when attracting and retaining top quality US candidates.
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Want to employ workers in United States? Companies hiring in United States are typically required to either own a local legal entity or work with a global employment platform like Remote that can legally provide employment services in the country.
Remote can employ team members in United States and keep you compliant. Remote can hire, onboard, and pay your United States team so you don't have to set up local HR services in the region. Remote also makes it easy to pay contractors in United States. Sign up now to get started or talk to an expert for more details.
Employment taxes and statutory fees affect both your payroll and your employees' paychecks in United States. Note that your employees may be liable for additional local taxes.
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At Remote, we provide tailored benefits to ensure that all Remote employees receive comprehensive coverage from top providers.
Remote offers flexible dental benefit options for employees in the United States, providing comprehensive coverage for a range of dental services. Employees are automatically offered the Basic Dental plan, which is paid for by the company. This plan covers essential dental services, ensuring that employees receive necessary preventive and basic care. For those seeking more extensive coverage, employees have the option to upgrade to the Premium Dental plan and pay the difference in cost. This allows access to a higher level of dental care, including enhanced coverage for preventive, basic, and major services, as well as increased annual maximums. Both plans offer in-network and out-of-network coverage options, ensuring that employees have access to quality dental care.
Annual Deductible:
Individual: $50
Family: $150
Waived for Preventive: Yes
Annual Maximum: $1,500
Preventive Services (Cleanings, X-Rays, Exams, etc.): 0% co-insurance
Basic Services (Fillings, Root Canals, etc.): 20% co-insurance
Major Services (Crowns, Dentures, etc.): 50% co-insurance
Orthodontia (Child Only): 50% co-insurance
Ortho Lifetime Maximum: $1,500
Out-of-Network Reimbursement: Not applicable
Annual Deductible:
Individual: $50
Family: $150
Waived for Preventive: Yes
Annual Maximum: $1,500
Preventive Services (Cleanings, X-Rays, Exams, etc.): 0% co-insurance
Basic Services (Fillings, Root Canals, etc.): 20% co-insurance
Major Services (Crowns, Dentures, etc.): 50% co-insurance
Orthodontia (Child Only): 50% co-insurance
Ortho Lifetime Maximum: $1,500
Out-of-Network Reimbursement: 90th% UCR (Usual, Customary, and Reasonable rates)
Annual Deductible:
Individual: $50
Family: $150
Waived for Preventive: Yes
Annual Maximum: $2,500
Preventive Services (Cleanings, X-Rays, Exams, etc.): Covered at 100%, no co-insurance
Basic Services (Fillings, Root Canals, etc.): 10% co-insurance
Major Services (Crowns, Dentures, etc.): 40% co-insurance
Orthodontia (Child Only): 50% co-insurance
Ortho Lifetime Maximum: $1,500
Out-of-Network Reimbursement: Not applicable
Annual Deductible:
Individual: $50
Family: $150
Waived for Preventive: Yes
Annual Maximum: $2,500
Preventive Services (Cleanings, X-Rays, Exams, etc.): Covered at 100%, no co-insurance
Basic Services (Fillings, Root Canals, etc.): 10% co-insurance
Major Services (Crowns, Dentures, etc.): 40% co-insurance
Orthodontia (Child Only): 50% co-insurance
Ortho Lifetime Maximum: $1,500
Out-of-Network Reimbursement: 90th% UCR (Usual, Customary, and Reasonable rates)
Remote offers flexible vision benefit options for employees in the United States, providing essential vision coverage through the Basic Vision plan, which is fully paid for by the company. This plan covers routine eye exams, lenses, frames, and contact lenses, ensuring employees receive necessary eye care. For those seeking more comprehensive coverage, employees have the option to upgrade to the Premium Vision plan and pay the difference in cost. This plan offers enhanced coverage with more frequent allowances for exams, lenses, and frames, as well as higher allowances for frames and contact lenses. Both plans offer in-network and out-of-network coverage options, ensuring that employees have access to quality vision care.
Frequency:
Exam: 12 Months
Lenses: 12 Months
Frames: 24 Months
Examination: $10 Copay
Lenses: $25 Copay (Single, Bifocal, Trifocal)
Frames: $150 allowance + 20% discount
Contact Lenses: $150 allowance
Frequency:
Exam: 12 Months
Lenses: 12 Months
Frames: 24 Months
Examination: Up to $39
Lenses: Up to $23 (Single), $37 (Bifocal), $49 (Trifocal)
Frames: Up to $46
Contact Lenses: Up to $100
Frequency:
Exam: 12 Months
Lenses: 12 Months
Frames: 12 Months
Examination: $0 Copay
Lenses: $0 Copay (Single, Bifocal, Trifocal)
Frames: $200 allowance + 20% discount
Contact Lenses: $200 allowance
Frequency:
Exam: 12 Months
Lenses: 12 Months
Frames: 12 Months
Examination: Up to $39
Lenses: Up to $23 (Single), $37 (Bifocal), $49 (Trifocal)
Frames: Up to $46
Contact Lenses: Up to $100
Remote offers a variety of voluntary coverages that employees can opt to include in their benefits package for additional financial security. These coverages are fully employee-paid and include options such as Voluntary Life and AD&D Insurance, Critical Illness Insurance, Hospital Insurance, and Accident Insurance. These options provide employees with the flexibility to enhance their coverage based on their individual needs.
Increments: $10,000
Maximum: Up to $1,000,000
Guarantee Issue: $200,000 (for new hires or first-time eligible employees)
Benefit Reduction: 35% at age 65, 50% at age 70
Increments: $5,000 (employee must be enrolled in Voluntary Employee Life)
Maximum: Up to $100,000
Guarantee Issue: $30,000 (initial offer only)
$10,000 (flat option, employee must be enrolled in Voluntary Employee Life)
Lump-sum payment upon diagnosis of a specified critical illness.
Helps with expenses not covered by health insurance.
Flexible use of funds for medical costs or other expenses.
Employees can elect amounts in increments of $5,000 to $30,000 (spouse up to 50% of employee amount).
Provides financial benefits for covered hospital stays.
Complements major medical insurance by covering additional out-of-pocket costs.
Cash benefits provided directly unless otherwise assigned.
Hospital/ICU Admission: $1,500 per admission (up to 2 admissions per insured)
Hospital Confinement: $100/$200 per day (max of 15 days per insured per year)
Covers treatment fees for accidents not fully covered by medical insurance.
Cash benefits provided directly unless otherwise assigned.
Can be used for various services such as ambulance rates, diagnostics, intensive care, therapy, and rehabilitation costs.
Remote offers Tax Savings Benefits to help employees manage eligible healthcare and dependent care expenses while reducing their taxable income. These benefits include Flexible Spending Accounts (FSA) and Health Savings Accounts (HSA), providing options for pre-tax contributions to cover a wide range of medical, dental, vision, and dependent care expenses. These accounts offer significant tax advantages and flexibility, helping employees save money and plan for healthcare needs efficiently.
Ambulance
Chiropractors
Coinsurance & copayments
Crutches
Dental Expenses
Dermatologists
Diagnostic Expenses
Hospital bills
Deductible amounts
Lab fees
Work day childcare services
Cost of care at a licensed daycare
Before or after school care
Health FSAs - For plan years beginning in 2024, the dollar limit for contributions to health flexible spending arrangements increases to $3,200.
Dependent Care - $5,000 for individuals or married couples filing jointly and $2,500 for married individuals filing separately
Health insurance deductibles, co-insurance, prescriptions, as well as dental and vision care, are considered IRS-qualified expenses.
Individual: $4150
Family: $8300
Age 55+ Catch Up: $1,000
A 401(K) is a retirement savings plan that helps employees save and invest a portion of their earnings before taxes, providing a valuable benefit for long-term financial security. Remote offers 401(K) retirement plans to all employees in the United States. Each employee is automatically enrolled in the plan and can choose the percentage of their salary to contribute.
We offer a 401k Retirement Plan that includes a Company match program. The scheme includes a 100% match of the first 3% of employee contributions, and a 50% match of the next 2% of contributions. Matching contributions are mandatory and billed to the client in accordance with the employee’s selection. If the employee opt-out of the plan or set a voluntary contribution to 0%, no employer matching is contributed.
Coverage:
Provides benefits after 7 consecutive days of absence from work.
Replaces 60% of your weekly earnings, up to $2,400 per week.
Benefits last for up to 12 weeks.
Coverage:
Begins after a 90-day waiting period, which matches the end of the STD benefit period.
Replaces 60% of your monthly salary, up to $11,000 per month.
Benefits continue until maximum Social Security Normal Retirement Age or until recovery.
Offering mental health benefits is not mandatory in this country, but providing the benefit can significantly enhance the emotional well-being and overall productivity of employees. Remote offers a comprehensive employee mental wellbeing platform in partnership with one of the top-rated employee mental wellbeing providers. This platform is available on desktop and mobile apps and includes 1-to-1 therapy with a curated pool of top-quality therapists in over 35 languages. The advanced matching service finds each employee the right therapist within 48 hours, boasting a 98% success rate. Employees receive a personal wellbeing profile with tailored recommendations and information to track progress. The platform also offers a curated self-guided content library with audio mindfulness and meditation sessions, guided yoga videos, talks, podcasts on workplace wellbeing, and micro-learning content series for managers. Additionally, there are 24/7 mental health helplines for immediate support when an employee is struggling. Mental health program benefits may be offered to the employees from among 5 different plans. Offering mental health benefits is optional, but it can greatly enhance employee well-being and productivity. It is essential to be aware that in certain countries, mental health benefits may be categorized as ‘Benefits in Kind’ (BIK). This categorization means that the monthly premiums paid for the benefit might be counted as part of the employee’s taxable income according to the local tax laws. When mental health benefits are offered, they must be provided equally to all employees in the respective country.
Access to the wellbeing platform and app, which includes:
Personalized wellbeing assessment
Access to world-class self-guided content library with audio mindfulness & meditation sessions, guided yoga videos, talks, podcasts on workplace wellbeing, and micro-learning content series for managers
Access to manager-specific learnings and resources
Precision matching for 1:1 coaching and therapy in 35+ languages
Professional coaching
Text-based chat with dedicated practitioner
24/7 global support in all languages
Add up to 3 friends and family to the platform
Not included in the Basic plan
Team members can pay for therapy sessions themselves, if needed.
Access to the wellbeing platform and app, which includes:
Personalized wellbeing assessment
Access to world-class self-guided content library with audio mindfulness & meditation sessions, guided yoga videos, talks, podcasts on workplace wellbeing, and micro-learning content series for managers
Access to manager-specific learnings and resources
Precision matching for 1:1 coaching and therapy in 35+ languages
Professional coaching
Text-based chat with dedicated practitioner
24/7 global support in all languages
Add up to 3 friends and family to the platform
Includes one pre-paid Therapy/Coaching session per policy year
Team members can pay for extra therapy sessions themselves, if needed.
Access to the wellbeing platform and app, which includes:
Personalized wellbeing assessment
Access to world-class self-guided content library with audio mindfulness & meditation sessions, guided yoga videos, talks, podcasts on workplace wellbeing, and micro-learning content series for managers
Access to manager-specific learnings and resources
Precision matching for 1:1 coaching and therapy in 35+ languages
Professional coaching
Text-based chat with dedicated practitioner
24/7 global support in all languages
Add up to 3 friends and family to the platform
Includes three pre-paid Therapy/Coaching sessions per policy year
Team members can pay for extra therapy sessions themselves, if needed.
Access to the wellbeing platform and app, which includes:
Personalized wellbeing assessment
Access to world-class self-guided content library with audio mindfulness & meditation sessions, guided yoga videos, talks, podcasts on workplace wellbeing, and micro-learning content series for managers
Access to manager-specific learnings and resources
Precision matching for 1:1 coaching and therapy in 35+ languages
Professional coaching
Text-based chat with dedicated practitioner
24/7 global support in all languages
Add up to 3 friends and family to the platform
Includes six pre-paid Therapy/Coaching sessions per policy year
Team members can pay for extra therapy sessions themselves, if needed.
Access to the wellbeing platform and app, which includes:
Personalized wellbeing assessment
Access to world-class self-guided content library with audio mindfulness & meditation sessions, guided yoga videos, talks, podcasts on workplace wellbeing, and micro-learning content series for managers
Access to manager-specific learnings and resources
Precision matching for 1:1 coaching and therapy in 35+ languages
Professional coaching
Text-based chat with dedicated practitioner
24/7 global support in all languages
Add up to 3 friends and family to the platform
Includes twelve pre-paid Therapy/Coaching sessions per policy year
Team members can pay for extra therapy sessions themselves, if needed.
At Remote, we offer seven distinct benefit tiers for health insurance to ensure compliance with the mandatory requirement to provide health insurance to employees in the United States. Our plans are designed to cater to a variety of needs, giving you the freedom to select the coverage that best fits the needs of your team and their dependents. Understanding Our Benefit Tiers The benefit tier you select determines the percentage of healthcare premiums you will cover. These tiers range from covering a portion of the premiums to fully covering the costs for both employees and their dependents. Below is an overview of the different benefit tiers available, detailing the coverage percentages for both employee-only and employee + dependents enrollments. Please note: the deductibles listed represent the starting point or 'base plan' within each tier. This base plan is the default option provided and serves as the foundation for calculating both your contributions and the employee's contributions. Employees have the flexibility to choose plans with different deductibles and may also 'buy up' to a plan with a lower deductible or more comprehensive coverage, tailoring the plan to better meet their personal needs and preferences.
Base Plan Deductible: $1,200
Medical Coverage: 50% for employee, 0% for family
Dental & Vision Coverage: 50% for employee, 0% for family
Base Plan Deductible: $1,200
Medical Coverage: 70% for employee, 50% for family
Dental & Vision Coverage: 60% for employee, 40% for family
Base Plan Deductible: $1,200
Medical Coverage: 100% for employee, 0% for family
Dental & Vision Coverage: 100% for employee, 0% for family
Base Plan Deductible: $1,200
Medical Coverage: 95% for employee, 70% for family
Dental & Vision Coverage: 85% for employee, 60% for family
Base Plan Deductible: $1,200
Medical Coverage: 100% for employee, 80% for family
Dental & Vision Coverage: 90% for employee, 70% for family
Base Plan Deductible: $250
Medical Coverage: 100% for employee, 90% for family
Dental & Vision Coverage: 100% for employee, 90% for family
Base Plan Deductible: $250
Medical Coverage: 100% for employee, 100% for family
Dental & Vision Coverage: 100% for employee, 100% for family
This flexibility allows you to align the benefits with employee needs across a range of budgets, ensuring a tailored approach to employee health coverage. Your contribution towards health insurance premiums is determined by the base plan’s monthly premium of the tier you select. This sets a benchmark for both your contributions and those of your team members, ensuring transparency and predictability in costs. If an employee chooses a plan less expensive than the base plan, your contribution costs may decrease, providing an opportunity for cost savings. For example, if you select the Standard Tier with a 95% employer contribution towards employee-only premiums and 70% for employee + dependent premiums: - For an employee-only enrollment with a monthly cost of $500, your contribution would be $475 (95% of $500), with the employee covering the remaining $25. - If the employee adds a spouse, increasing the total premium to $800 per month, your contribution would adjust to $560 (70% of $800), with the employee responsible for the remaining $240. - If an employee opts for a Buy-Up plan costing $700 per month for employee-only enrollment, your contribution remains based on the base plan (95% of $500 = $475). The employee then pays the difference between the Buy-Up and the base plan, totaling $225 for their plan. Available Health Insurance Plans Remote offers four health insurance plans that employees can access using the amounts you contribute from the tiers: HDHP 3000, PPO 1200, PPO 250, and PPO 0. These plans vary in terms of deductibles, out-of-pocket costs, and coverage levels, providing a range of options to suit different needs and preferences. Below is a table that details the specific coverage options for each plan.
Deductible: $0 Individual, $0 Family
Out-of-Pocket Max: $2,000 Individual, $4,000 Family
Doctor’s Visit: $10 Primary, $20 Specialist
Emergency Care: $150
Urgent Care: $20
Hospitalization: $0 Inpatient, $250 Outpatient
Rx Drugs: $10 Generic, $50 Preferred, $115 Non-Preferred, $250 Specialty
Enhancements: Infertility, Weight Loss RXs, Gender Affirmation
Deductible: $0 Individual, $0 Family
Out-of-Pocket Max: $4,000 Individual, $8,000 Family
Emergency Care: 30%
Deductible: $250 Individual, $750 Family
Out-of-Pocket Max: $3,000 Individual, $6,000 Family
Doctor’s Visit: $20 Primary, $40 Specialist
Emergency Care: $150
Urgent Care: $45
Hospitalization: 10% Inpatient, $250 + 10% Outpatient
Rx Drugs: $10 Generic, $50 Preferred, $115 Non-Preferred, $250 Specialty
Enhancements: Infertility, Weight Loss RXs, Gender Affirmation
Deductible: $500 Individual, $1,500 Family
Out-of-Pocket Max: $6,000 Individual, $12,000 Family
Emergency Care: 30%
Deductible: $1,200 Individual, $2,400 Family
Out-of-Pocket Max: $5,000 Individual, $7,500 Family
Doctor’s Visit: $30 Primary, $50 Specialist
Emergency Care: $350
Urgent Care: $45
Hospitalization: 20% Inpatient, $250 + 20% Outpatient
Rx Drugs: $10 Generic, $50 Preferred, $115 Non-Preferred, $250 Specialty
Enhancements: None
Deductible: $2,400 Individual, $4,800 Family
Out-of-Pocket Max: $10,000 Individual, $15,000 Family
Emergency Care: 40%
Deductible: $3,000 Individual, $6,000 Family, $3,200 Individual
Out-of-Pocket Max: $7,000 Individual, $14,000 Family
Doctor’s Visit: 20%
Emergency Care: 20%
Urgent Care: 20%
Hospitalization: 20% Inpatient and Outpatient
Rx Drugs: 10% Generic, $50 Preferred, $115 Non-Preferred, $250 Specialty
Enhancements: None
Deductible: $6,000 Individual, $12,000 Family, $6,400 Individual
Out-of-Pocket Max: $14,000 Individual, $28,000 Family
Emergency Care: 40%
Remote’s Global Business Travel Insurance program is crafted to address the unique needs of your team, whether they are embarking on short business trips or traveling extensively throughout the year. With five comprehensive plan options—Basic, Standard, Premium, Premium Plus, and Standard Plus—this program ensures that your team members have the right level of coverage to protect their health, safety, and well-being while traveling for business.
Available in over 90 countries, the program provides extensive global coverage at competitive rates, offering peace of mind no matter where their work takes them. This optional benefit is designed to be flexible, allowing you to offer tailored coverage that meets the diverse needs of your workforce. By providing business travel insurance, you are taking proactive steps to safeguard your team from unforeseen events such as medical emergencies, trip disruptions, or loss of business equipment while they are on the road.
Coverages (values in USD):
Emergency & Accidental Medical: $1,000,000
Repatriation for Medical Treatment: 100% per trip
Emergency Medical Evacuation: $100,000
Repatriation of Mortal Remains: $25,000 per trip
Pre-existing Medical Conditions: For stable pre-existing medical conditions up to $50,000
Business Equipment: Up to $1,500
Computer Equipment (single item limit): $500
Business Money: $100 per day up to $500
Domestic Business Travel: Trips inside country of residence: Any trip over 70 miles from usual residence, where there’s at least 1 overnight stay in paid accommodation. In-country trips exclude medical treatment & evacuation benefits.
Coverages (values in USD):
Excludes Medical & Evacuation
Baggage Delay: $100 per day up to $700 per trip *Does not apply to one-way trips
Personal Liability: $100,000 per trip
Accidental Death & Permanent Total Disability: $100,000 per trip
Loss of Passport: $250 per trip
Legal Expenses: $10,000 per trip
Hijacking: $1,000 per trip
Business Equipment: Up to $1,500
Computer Equipment (single item limit): $500
Business Money: $100 per day up to $500
Domestic Business Travel: Trips inside country of residence: Any trip over 70 miles from usual residence, where there’s at least 1 overnight stay in paid accommodation. In-country trips exclude medical treatment & evacuation benefits.
Coverages (values in USD):
Emergency & Accidental Medical: $1,000,000
Repatriation for Medical Treatment: 100% per trip
Emergency Medical Evacuation: $100,000
Repatriation of Mortal Remains: $25,000 per trip
Pre-existing Medical Conditions: For stable pre-existing medical conditions up to $50,000
Baggage Delay: $100 per day up to $700 per trip *Does not apply to one-way trips
Personal Liability: $100,000 per trip
Accidental Death & Permanent Total Disability: $100,000 per trip
Loss of Passport: $250 per trip
Legal Expenses: $10,000 per trip
Hijacking: $1,000 per trip
Business Equipment: Up to $1,500
Computer Equipment (single item limit): $500
Business Money: $100 per day up to $500
Domestic Business Travel: Trips inside country of residence: Any trip over 70 miles from usual residence, where there’s at least 1 overnight stay in paid accommodation. In-country trips exclude medical treatment & evacuation benefits.
Coverages (values in USD):
Emergency & Accidental Medical: $1,000,000
Repatriation for Medical Treatment: 100% per trip
Emergency Medical Evacuation: $100,000
Repatriation of Mortal Remains: $25,000 per trip
Pre-existing Medical Conditions: For stable pre-existing medical conditions up to $50,000
Baggage Delay: $100 per day up to $700 per trip *Does not apply to one-way trips
Personal Liability: $100,000 per trip
Accidental Death & Permanent Total Disability: $100,000 per trip
Loss of Passport: $250 per trip
Legal Expenses: $10,000 per trip
Hijacking: $1,000 per trip
Cancellation & Curtailment: $2,000 per trip; subject to $100 deductible per Trip *Benefit not available to residents of the USA
Business Equipment: Up to $1,500
Computer Equipment (single item limit): $500
Business Money: $100 per day up to $500
Domestic Business Travel: Trips inside country of residence: Any trip over 70 miles from usual residence, where there’s at least 1 overnight stay in paid accommodation. In-country trips exclude medical treatment & evacuation benefits.
Coverages (values in USD):
Excludes Medical & Evacuation
Baggage Delay: $100 per day up to $700 per trip *Does not apply to one-way trips
Personal Liability: $100,000 per trip
Accidental Death & Permanent Total Disability: $100,000 per trip
Loss of Passport: $250 per trip
Legal Expenses: $10,000 per trip
Hijacking: $1,000 per trip
Cancellation & Curtailment: $2,000 per trip; subject to $100 deductible per Trip *Benefit not available to residents of the USA
Business Equipment: Up to $1,500
Computer Equipment (single item limit): $500
Business Money: $100 per day up to $500
Domestic Business Travel: Trips inside country of residence: Any trip over 70 miles from usual residence, where there’s at least 1 overnight stay in paid accommodation. In-country trips exclude medical treatment & evacuation benefits.
Remote provides a robust life insurance and AD&D program for all full-time U.S. employees. The Basic Life Insurance plan delivers a lump-sum payment to your designated beneficiary in the event of your passing, covering both natural causes, illnesses and accidents. In tandem, the Basic Accidental Death & Dismemberment (AD&D) policy offers additional protection in the case of an accident.
Coverage Amounts:
Covers 2x Annual Salary up to $400,000
Provides a lump-sum payment to your designated beneficiary upon your passing.
Covers all causes of death, including natural causes, illnesses, and accidents.
Coverage Amounts:
Same as Life Insurance coverage amounts.
Provides additional financial protection specifically for accidents.
Offers a benefit for accidental death or certain injuries resulting in dismemberment.
Clients can choose to offer the Wellness & Lifestyle Benefit and select from multiple contribution levels, providing their team members a monthly wallet, which they can use with their virtual card at approved stores, online retailers, or any other approved vendors related to Lifestyle and Wellness benefits. The offered services include:
Physical and mental health support such as gym memberships, fitness classes, therapy, mindfulness apps, and guided meditation.
Lifestyle services like streaming subscriptions (Spotify, Netflix), groceries, and other services that support work-life balance and personal well-being.
Personalized recommendations to help employees select benefits most relevant to their needs.
Platform support for employees needing immediate assistance or guidance on wellness-related concerns.
The available contributions are:
$25 USD
$50 USD
$100 USD
$150 USD
$200 USD
$250 USD
$300 USD
The United States has a complex payroll system governed by federal, state, and local regulations. Key industries include technology, healthcare, finance, and manufacturing. Employers in the U.S. must comply with wage laws, tax regulations, and social security contributions to ensure proper payroll management. Understanding these regulations is essential for smooth payroll operations and legal compliance.
Employers in the U.S. must adhere to federal and state payroll regulations concerning wages, taxes, and benefits. Below is an overview of key payroll components:
Minimum wage: The federal minimum wage is $7.25 per hour, but many states and cities have higher minimum wage rates. Employers must follow the highest applicable wage law.
Payroll frequency: Salaries are typically paid biweekly or semimonthly, but frequency varies by employer and state regulations.
Standard working hours: The normal workweek in the U.S. is 40 hours, typically spread over five days.
Overtime: Employees are entitled to 1.5 times their regular wage for any hours worked beyond 40 hours per week, under the Fair Labor Standards Act (FLSA). Some states have additional overtime rules.
Personal income tax: The U.S. has a progressive income tax system, with federal tax rates ranging from 10% to 37%, depending on income levels. Some states also impose state income tax, while others (e.g., Texas, Florida) do not.
Employer contributions:
Employee contributions:
Corporate tax: The corporate income tax rate in the U.S. is 21% at the federal level, with additional state corporate taxes that vary.
Tax reporting: Employers must file payroll taxes with the Internal Revenue Service (IRS) and state tax agencies. Forms like W-2, W-4, and 941 must be submitted regularly.
Employment contracts: While not required for all employees, contracts or offer letters should clearly define salary, benefits, and work conditions.
Payroll deductions: Employers must ensure proper deductions for taxes, health insurance, retirement plans (e.g., 401(k)), and other employee benefits.
Compliance with wage laws: Employers must follow federal and state wage laws, ensuring compliance with minimum wage, overtime pay, and paid leave regulations.
Employers must stay updated on changes to U.S. labor laws, tax regulations, and benefit requirements to avoid penalties.
Managing payroll in the U.S. requires careful attention to federal and state tax laws, employment regulations, and social security contributions. Employers must stay informed about tax rates, wage laws, and reporting deadlines to ensure smooth payroll processing and avoid penalties.
The good news is, you can pay anyone, anywhere — from your team in the office to your team abroad, all with Remote Payroll. To see just how easy global payroll can be with Remote, book a demo today.
Hiring contractors in the United States can be a strategic and cost-effective way for businesses to complete projects without the obligations of hiring full-time employees. Whether you are engaging independent contractors for specialized services or bringing in subcontractors for labor-intensive projects, understanding the United States' laws and federal regulations is essential.
Remote helps businesses stay compliant when hiring contractors globally with these key features:
Global compliance support: Ensures adherence to labor laws in 200+ countries with localized contracts and proper documentation.
Misclassification protection: Includes built-in compliance checks and seamless contractor-to-employee conversion.
Centralized documentation: Maintains essential records for audits and automates tax filings.
Legal expertise: Provides guidance on complex local labor laws, simplifying international hiring.
Remote’s streamlined approach minimizes compliance risks and simplifies contractor management for businesses.
Remote simplifies contractor payments with:
Automated processing: One-click approvals, bulk payments, recurring invoices, and real-time tracking.
Global coverage: Payments in 200+ countries, multiple payment methods, and currency flexibility.
Cost and compliance: Fair price guarantee (pay only for active contractors), built-in compliance with regional regulations, and localized contracts.
Learn more about how Remote simplifies contractor management in the United States — get started for free today.
Our employer of record (EOR) service enables you to hire, manage, and pay top talent in the US with speed and simplicity.
If you want to know more about hiring in a specific US state, use our free US State Explorer tool.
Remote’s EOR allows your company to legally hire employees in the US without having to set up a local legal entity. On paper, Remote is the official employer, and we handle compliance, payroll, benefits (including equity), and other HR processes — but you maintain full control over the hire’s day-to-day management and work responsibilities. Learn more.
An EOR may be ideal if your company:
Needs to hire employees in the US but doesn’t want to establish a legal entity
Is testing local markets before committing to a full business expansion
Wants to ensure full compliance with local employment laws and tax requirements
Needs a fast, cost-effective way to onboard employees in the US
Needs a temporary hiring solution before establishing a legal entity
If your company wants to hire talent in the US but doesn't have a legal entity there, our EOR provides a fully compliant and efficient solution. The US has strict employment and payroll tax laws, and our EOR service ensures you meet these legal obligations while enabling you to grow quickly.
Key benefits of hiring through our EOR in the US include:
Faster market entry. You can hire talent quickly, without having to wait months to establish a local entity.
Full compliance with local employment laws. Avoid the legal risks associated with non-compliance and misclassification.
Simplified payroll management. We automate payroll tax calculations and ensure you are fully compliant with all withholding obligations, even when laws change.
Lower costs. Setting up a legal entity in the US can be costly and time-consuming. An EOR eliminates the need for entity registration, reducing overhead expenses.
Fewer resources required. With HR, payroll, and compliance managed by the EOR, your company can concentrate on scaling operations and assigning your resources elsewhere.
It’s also crucial to note that, at Remote, we own our own legal entity in the US. As a result, we don’t need to rely on third parties, which can incur delays and extra costs, and result in a negative employee experience. All our EOR services — including the dedicated support of our local specialists — are provided in-house.
To learn more — and to see our EOR platform in action — book a demo with one of our friendly experts today.
The United States offers a vast landscape of opportunity for growing businesses, with its diverse talent pool, dynamic regional economies, and innovation-driven industries. Whether you’re a startup looking to expand nationwide or an SMB building a distributed workforce, managing HR, payroll, and compliance across multiple states can quickly become complex. That’s where a professional employer organization (PEO) can help.
A professional employer organization (PEO) is a third-party provider that helps businesses handle key HR functions. These typically include payroll, benefits administration, tax filings, and employment law compliance. With a PEO, your business enters into a co-employment relationship, meaning the PEO takes on the administrative and legal tasks related to employment — while you retain full control over day-to-day management of your team.
For small to midsize companies, a PEO can provide enterprise-grade HR services without the cost or complexity of building an in-house department.
As mentioned, a PEO operates through a co-employment model, which requires your company to be registered and operating in the US.
In contrast, an employer of record (EOR) acts as the legal employer on your behalf. EORs are typically used for hiring in states (or countries) where your business doesn’t yet have a legal presence. If you’re hiring your first employee in the US and don’t yet have an entity or tax setup, an EOR may be a better fit initially.
Working with a PEO in the US offers several advantages, such as:
Compliance with federal and state employment laws and tax regulations
Access to affordable, competitive employee benefits packages
Reduced administrative burden around payroll and HR documentation
Simplified onboarding, performance tracking, and employee offboarding
Minimized risk around misclassification, workplace policies, and employee relations
Each state has its own unique set of employment requirements, from workers’ compensation rules to taxation and leave laws. Remote’s PEO helps you stay compliant across all jurisdictions while keeping your HR operations lean and efficient.
To partner with a PEO in the US, your business must have a registered legal entity in the country. Once that’s in place, our PEO service takes on your HR administration tasks such as running payroll, administering benefits, and filing local and federal taxes.
Remote’s PEO services integrate seamlessly into your operations, whether you're hiring your fifth employee or your 50th. You maintain full control over how your team works while we handle the operational complexities behind the scenes.
If your company is legally established in the US and you're looking for a scalable way to manage HR, a PEO is an ideal solution. You’ll gain access to expert support, reduce your compliance risk, and free up time to focus on growth.
If you're just entering the US and don’t yet have a legal entity, consider starting with an EOR and transitioning to a PEO as you scale.
Remote makes it easy to manage HR, payroll, and compliance across all 50 states. Learn more about our PEO services and how we can support your team’s growth in the US.
$699
per employee/month
Hire talent across 90+ countries without having to open a local entity
Seamless onboarding guided by a dedicated specialist
Local payroll settled on time, every time
Compliance protections integrated by design
Competitive, flexible, and locally tailored benefits
Dedicated in-house experts offering local support
HR Essentials included as standard
$29
per employee/month
Robust, fully transparent international payroll
A straightforward self-service platform
Tailored support from dedicated specialists
Comply with local payroll regulations in each country
Unified benefits management
HR Core included as standard
$29
per contractor/month
Pay exclusively for the contractors you are actively collaborating with
Collaborate seamlessly with international contractors
Draft, update, and sign tailored, localized contracts
Approve contractor invoices with a single click or set up auto-pay
Payments presented transparently with complete visibility
Includes HR Core as part of the standard offering
