Vermont
Make employment in Vermont easy. Let us handle payroll, benefits, taxes, compliance, and even stock options for your team in Vermont, all in one easy-to-use platform.
- Capital City
Montpelier
- Currency
United States Dollar ($, USD)
- Population size
646,000
Facts & Stats
- Capital City
Montpelier
- Currency
United States Dollar ($, USD)
- Population size
646,000
- VAT - standard rate
6%
Renowned for its quaint, charming towns, stunning countryside and, of course, Ben & Jerry’s Ice Cream, Vermont is a popular tourist destination for over 13 million people each year.
With its progressive values, a high quality of life, and a strong commitment to environmental sustainability, The Green Mountain State is also a hugely desirable location for job seekers, while its economic stability and educated workforce make it a prime proposition for employers, too.
Grow your team in Vermont with Remote
If you want to hire in Vermont, you’ll need to own a legal entity there — or partner with a global employment solutions provider, like Remote.
We can employ top talent in Vermont on your behalf and manage complex HR tasks such as onboarding, payroll, benefits, and taxes. You can also manage and pay your contractors in Vermont through Remote.
Risks of misclassification
Vermont, like many other countries, treats self-employed individuals or contractors and full-time employees differently. Misclassification of contractors in Vermont may lead to fines and penalties for the offending company.
Employing in Vermont
In Vermont, workers’ rights are protected by numerous employment and labor laws, at both the state and federal level. As a result, employees enjoy protection from discrimination based on age, religion, sexual orientation, gender, and race.
Here are the key things you need to know about hiring in Vermont.
Hours of work in Vermont
Work and overtime laws in Vermont are governed by the state’s Department of Labor.
What is considered full-time employment in Vermont?
Full-time employment is generally considered to be between 30 and 40 hours per week.
Do salary employees get overtime in Vermont?
Under the federal Fair Labor Standards Act, non-exempt employees are entitled to overtime pay of 1.5x their regular pay rate if they work more than 40 hours in a week.
Employees are generally (but not always) exempt from overtime if they:
Earn more than the specified state or federal exemption threshold
Perform a role with duties that are considered executive or managerial
Work in a certified or licensed profession, such as law, accounting, architecture, or engineering
In Vermont, the salary threshold for exemption is currently $684 per week, which is the federal minimum.
Note that the federal salary threshold for exemption is currently being reviewed in the US.
Minimum wage in Vermont
The minimum state wage for private sector employees is currently $13.67 per hour.
Onboarding timeline in Vermont
We can help you get your new employee started in Vermont fast, with a minimum onboarding time (MOT) of just 2 working days. Note that the MOT is dependent upon registration with the local authorities, and begins after the employee has submitted all the required information on the Remote platform.
For non-citizens of the US, a work eligibility assessment may be required, and can add three extra days to the onboarding time. If a follow-up is needed, there may be additional delays.
Please note that payroll cut-off dates can impact the actual first day of employment. Remote’s payroll cut-off date is the 10th of the month, unless otherwise specified.
Payroll cycle in Vermont
Under state law, employees must be paid at least twice per month.
For Remote customers, employee payments are made twice per month in equal installments, payable in arrears. The first payment is made on the 15th of the month and the second payment is made on the final day of the month. If relevant, bonus payments, commissions, and expense reimbursements are included in the second payment of the cycle.
Effortless HR Vermont: Take the Tour
Competitive benefits package in Vermont
Remote can help you craft a competitive benefits package to attract and retain the best global talent. Our benefits experts understand the trends, requirements, and expectations of the Vermont labor market, allowing your employees to feel appreciated and thrive.
Our benefits packages in Vermont usually include some or all of the following:
Pension / 401k retirement plan
Medical Insurance
Vision insurance
Health Saving Plan (HSA)
Long term disability insurance (LTD)
Dental insurance
Life insurance
Flexible Spending Account (FSA)
Are employers required to provide health insurance in Vermont?
Under the federal Affordable Care Act, organizations with a headcount of 50 or more must offer statutory health insurance to their full-time employees.
Many employers also offer some level of supplemental health insurance. While this can lead to a relative rise in employment costs, it’s an essential benefit that ensures your people have access to routine care and are covered in the event of an emergency.
Because Remote is the employer of record (EOR), it’s important for us to offer the same core benefits to all employees to ensure fair and non-discriminatory hiring practices. This protects both your business and ours.
Note that we do not add a markup on any benefits premiums or administration costs.
Are employers required to offer 401k in Vermont?
The state is currently in the process of mandating qualified savings plans for private sector employees.
Under this legislation, you will need to enroll your employees into the state-sponsored VT Saves program (or another recognized retirement plan).
Note that this will only apply if your business:
Has five or more employees
Has been a registered business for at least two years
This program is set to go live in early 2025.
Taxes in Vermont
Employment taxes and statutory fees affect both your payroll and your employees’ paychecks in Vermont.
Note that your employees may be liable for additional local taxes in certain areas.
Employer taxes
Employment Tax | |
|---|---|
6% | Federal unemployment insurance tax (FUTA) (charged on the first $7,000 an employee earns per year) |
0.4% to 8.4% | State unemployment insurance tax (SUTA) |
6.2% | FICA (Social security) |
1.45% | FICA (Medicare) |
Employee taxes
Payroll Tax | |
|---|---|
10% to 37% | Federal income tax |
3.35% to 8.75% | State income tax |
6.2% | FICA (Social security) |
1.45% | FICA (Medicare) |
Types of leave in
Vacation | In Vermont, there is no state or federal law that requires employers to provide paid or unpaid vacation leave to their employees, although many organizations do. |
Sick leave | Under state law, employees are entitled to one hour of paid sick leave for every 52 hours worked. Can an employer deny sick time in Vermont? Under the federal Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid sick leave per year, provided they: Have worked for the same employer for at least 12 months Work in a location where at least 50 people are employed by the company within a 75-mile radius |
Parental and maternity leave | Under the FMLA, employees are entitled to up to 12 weeks of unpaid maternity or paternity leave. Some organizations opt to pay a reduced salary during this period. If employees are not eligible under the FMLA, state law entitles employees to: Up to 12 weeks’ unpaid parental leave, provided the employer has more than 10 employees Up to 12 weeks’ unpaid family leave, provided the employer has more than 15 employees Up to 24 hours’ short-term family leave, provided the employer has more than 15 employees |
Bereavement leave | Employers are not legally required to provide bereavement leave to their employees, although most organizations offer unpaid leave. |
Jury duty | Employees must report for jury duty if summoned (unless exempt). Jurors are typically “on call” for two weeks. Do employers have to pay for jury duty in Vermont? No. Private sector employers are not required to pay employees on jury service, but they must provide unpaid leave, and cannot penalize or terminate an employee on jury duty. Some employers provide paid leave. |
Military leave | Under state and federal law, employers must grant unpaid leave to employees who are members of the military or the National Guard for military duty or training. These employees have the right to take time off for their military obligations, and employers are prohibited from discriminating against them based on their military service. |
Employment termination in Vermont
Termination process
Like nearly all US states, Vermont is an “at-will” state. This means both employers and employees can end the employment relationship without reason, provided it is legal.
Remote’s legal experts can help you navigate terminations to ensure employees are only let go fairly, negating any potential legal complications.
Notice period
Employers and employees are not required to provide notice of termination, unless otherwise stated in the employment contract.
Despite this, it's usually customary for employees to provide two weeks' notice when leaving an organization.
Severance pay
Employers are not legally required to provide severance pay (unless it is stipulated in the employee's contract or in the company policy).
Employers are also not required to pay any accrued but unused vacation time or sick leave, unless stipulated in the employment agreement.
Probation period
There is no requirement to provide a probation period for employees, although many companies implement internal probation policies. These policies typically involve a formal performance evaluation after a specified period, such as three or six months.