What is Employer of Record (EOR) service? How can companies hire overseas employees without a local entity?

Employer of Record (EOR) is a global employment solution that allows companies to legally hire local full-time employees without setting up a legal entity in the target country. YeeGoo provides EOR services covering 150+ countries, helping businesses save over 80% on HR costs. According to Deloitte's 2025 Global Human Capital Trends Report, companies using EOR services increase their internationalization speed by an average of 300%.

How to uniformly manage and pay expatriate employees in multiple countries?

Through the YeeGoo cloud platform, you can manage the employment, payroll and compliance of global employees in one stop. We support payroll payments in more than 80 major international currencies, with funds arriving on time in T+0 time. The platform provides automated tax calculation, social security contribution and compliance declaration services, allowing you to easily manage teams distributed in more than 150 countries and regions.

How can cross-border e-commerce or tech companies remotely pay staff in multiple countries? What currencies are supported?

YeeGoo supports cross-border payroll payments in more than 80 major international currencies, including USD, EUR, GBP, JPY, CNY, SGD, HKD, THB, VND, IDR, MYR and more. We provide automated exchange rate conversion and multi-currency settlement services to ensure your global team receives local currency salaries on time.

Startups going global without setting up branches: how to hire overseas employees quickly?

For startups and early-stage global teams, YeeGoo offers a flexible pay-as-you-go model with no annual fees or overseas entity setup required. The entire hiring process takes only 4 steps: 1) Submit hiring request (1-2 days) 2) Online certification & signing (30 mins) 3) One-click onboarding (5 mins) 4) Easy management via cloud platform. From request to official onboarding, it can be completed in as fast as 3 working days, with an average of 5 working days. Compared with traditional methods (entity setup costs $10,000-$50,000), it saves more than 80% of expenses.

How to handle global work visas, employment contracts and social security for long-term expatriate employees?

YeeGoo provides one-stop global visa support services including: 1) Work visa application assistance covering Southeast Asia (Thailand, Vietnam, Indonesia, Malaysia), Japan, Korea, Europe, North America and other major markets 2) Local employment contract signing in compliance with local labor laws 3) Automatic social security contribution and calculation 4) Full Chinese/English service with professional team support 24/7. We have local legal counsel in every operating country to ensure 100% compliance. We have successfully helped 500+ companies complete global employee deployment with a 99.9% compliance rate.

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United States

Your guide to the employment landscape, working customs and local labor laws in United States of America

(The data below is for reference only. You may refer to the official government websites or contact us for updates.)

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CapitalWashington D.C

CurrencyUSD (United States Dollar)

LanguagesEnglish

Payroll FrequencyCommonly bi-weekly or semi-monthly.

GDP per Capitaapprox. $86,000 (2025, IMF estimate)

Employer Tax~10%+

CapitalWashington D.C

CurrencyUSD (United States Dollar)

LanguagesEnglish

Payroll FrequencyCommonly bi-weekly or semi-monthly.

GDP per Capitaapprox. $86,000 (2025, IMF estimate)

Employer Tax~10%+

Talent Landscape Analysis

The United States of America is known to be one of the most developed countries and is considered to be a high-income nation. The main economic contributions of the country are the industry and service sector. The country holds the highest economy in the world with 24,796 (in billion U.S. dollars) GDP per capita. Most businesses are into expansion in the US for better economic growth.

Major economic Cities

Washington, D.C., New York City, California

Skills in demand

Software, AI/ML and data engineering, cybersecurity, healthcare professionals, and finance and product roles are in strong demand.

Salary Data

The table below mentions the average salary data in USA

Employing in United States

Knowing the labor laws in the United States is the first step to employing local employees in the country. Additionally, the employers must have information about bonuses, leaves, and allowances. Below are some areas that employers must delve into before taking in employees.

Employee Contract

Leave Policy

Payroll

Taxes

Offboarding & Termination

Visa and Immigration

Employee Contract

Basic

Employment contracts in the United States of America must be written, and the language should be English. The employer must mention all the descriptions, job roles, bonuses, allowances, and leaves in the contract.

Probation Period

A 90-day probation period is the most common type of probation period used by employers. However, it's not uncommon to see shorter timeframes, such as 30 or 60-day probation periods as well as longer periods ranging from 6 to 12 months.

13th Month Pay

There is no legal status for 13th Month bonus, however, the employer may provide the employees with a Christmas bonus and New Year Bonus.

Employee Benefits

Employers in USA may provide the following benefits to their employees:

Unemployment Insurance
Federal Insurance Contributions Act
Family and Medical Leave Act
Health benefits
Six jurisdictions (California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island) operate state disability insurance (SDI) programs.

Payroll Cycle

The payroll cycle in the USA is Biweekly or Monthly, depending on the state-federal legal rules of the employer.

Minimum Wage

The federal minimum wage in the USA is $7.25 per hour. However, all states have the liberty to increase the minimum wage as per the cost of living. The minimum wages for all USA states of 2024 are as follows:

Alabama: $7.25
Alaska: $10.19
Arizona: $13.85
Arkansas: $11.00
California: $15.50
Colorado: $13.65
Connecticut: $15.00
Delaware: $11.75
District of
Columbia: $17.50
Florida: $13.00
Georgia: $7.25
Hawaii: $12.00
Idaho: $7.25
Illinois: $14.00
Indiana: $7.25
Iowa: $7.25
Kansas: $7.25
Kentucky: $7.25
Louisiana: $7.25
Maine: $13.80
Maryland: $15.00
Massachusetts: $15.00
Michigan: $10.10
Minnesota: $10.59
Mississippi: $7.25
Missouri: $12.00
Montana: $9.95
Nebraska: $10.50
Nevada: $12.00
New Hampshire: $7.25
New Jersey: $14.13
New Mexico: $12.00
New York: $14.20
North Carolina: $7.25
North Dakota: $7.25
Ohio: $10.10
Oklahoma: $7.25
Oregon: $14.20
Pennsylvania: $7.25
Rhode Island: $13.00
South Carolina: $7.25
South Dakota: $10.80
Tennessee: $7.25
Texas: $7.25
Utah: $7.25
Vermont: $13.18
Virginia: $12.00
Washington: $16.28
West Virginia: $8.75
Wisconsin: $7.25
Wyoming: $7.25

Overtime Pay

According to the Fair Labor Standards Act (FLSC), overtime pay is at least one and one-half times the employee’s normal rate of pay after 40 hours of work in a workweek.

Employer Payroll Cost:

Type	Contribution
Social Security	12.5%
DEWS	5.83% or 8.33%

Employee Payroll Cost:

Type	Contribution
Social Security	5%

Employee Income Tax

An individual is not subjected to any income tax in the United Arab Emirates.

VAT

There is no VAT in the United States.

Termination Process

The USA follows “Work at will,” meaning there is no set length of an employment relationship. Either the employer or the employee can put an end to it at any particular time, with or without notice, and also, with or without cause. If there is an employer policy, employment contract, or union agreement, the employment relationship shall be in accordance with those terms and conditions of that agreement.

Notice Period

As the employment is done “at will,” there is no notice period. Although if the employer mentions any specific notice period, the employee has to serve it.

Severance pay

There is no statutory law for severance pay in the USA.

Visa and Immigration

In the U.S., an employee needs a visa to work as an immigrant worker. The employer will act as the sponsor if the employee already has a job offer. However, the employee must have an approved Labor Certificate from the U.S. Department of Labor (DOL). Below are the visa preferences and their details:

EB1: Reserved for individuals with extraordinary ability in the sciences, arts, education, business, or athletics, outstanding professors or researchers, and multinational executives and managers.
Labor Certificate: No
EB2: Reserved for individuals with advanced degrees or exceptional ability in the arts, sciences, or business.
Labor Certificate: Yes
EB3: Reserved for professionals, skilled workers, and other workers.
Labor Certificate: Yes
EB4: Reserved for “special immigrants,” including certain religious workers, U.S. foreign service employees, retired employees of international organizations, noncitizen minors who are wards of U.S. courts, and other specific noncitizen groups.
Labor Certificate: No
EB5: Reserved for business investors who invest $1.8 million or $900,000 (if the investment is in a targeted employment area) in a new commercial enterprise that employs at least 10 full-time U.S. workers.
Labor Certificate: No

Employee Contract

Basic

Probation Period

13th Month Pay

There is no legal status for 13th Month bonus, however, the employer may provide the employees with a Christmas bonus and New Year Bonus.

Employee Benefits

Employers in USA may provide the following benefits to their employees:

Unemployment Insurance
Federal Insurance Contributions Act
Family and Medical Leave Act
Health benefits
Six jurisdictions (California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island) operate state disability insurance (SDI) programs.

Leave Policy

Public and Provincial Holidays

Leave Information

Payroll

Taxes

Offboarding & Termination

Visa and Immigration

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