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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Comprising approximately 5% of the global population, the United States stands as one of the world's largest economies and holds a prominent position in international trade. A notable 20% of Fortune Global 500-listed companies are situated in the USA, playing a significant role on the global stage.
The American economy boasts an advanced and remarkable technology services sector, contributing to 80% of the nation's overall output.
With abundant natural resources, advanced physical infrastructure, and a well-educated and skilled workforce, the U.S. maintains its standing as a major economic force worldwide. The country's workforce exhibits a diverse range of skills and experiences across various regions.
Capitalising on strategic time zone positioning, U.S.-based businesses seeking global expansion benefit from the ability to operate 24/7 by employing individuals in different time zones, enhancing their overall business efficiency.
In the United States, employment agreements assume various formats since there are no specific regulations mandating written documentation to be valid. However, certain states have enacted wage theft laws requiring employers to communicate basic employment terms to their employees in writing. These include:
The U.S. lacks a mandated minimum probation period, but employers can set a period between 60 to 90 days. Formal probation periods are uncommon due to at-will employment, allowing employers to terminate without cause, notice, or severance at any time.
The Fair Labor Standards Act (FLSA) does not specify weekly work hours for employees 16 and older. However, OSHA suggests a maximum of 8 consecutive hours a day for five days a week, with an 8-hour rest. Weekly, a day of rest is mandated, and those working over 4 hours daily should have a 10-minute break per hour worked.
Although there is no limitation on working hours, the Fair Labor Standards Act (FLSA) mandates that employees who work beyond 40 hours per week must be compensated with overtime pay at a rate of 1.5 times their regular hourly wage.
The federal minimum wage in the United States stands at 7.25 USD per hour, but approximately 30 out of 50 states have minimum wage laws that surpass this federal standard. In cases where an employee falls under both state and federal minimum wage regulations, the employee is entitled to receive the higher wage.
At present, the United States does not require 13th-month payments.
The federal minimum wage in the U.S. is set at 7.25 USD per hour or 1,160 USD per month. Individual states may have their respective minimum wage laws.
Social Security in the U.S. serves as the old-age retirement pension, becoming available from 62 (early retirement) with a 5-6% pension reduction. A minimum of 10 years of service is required, and the federal government calculates benefits based on the highest 35 years of earnings.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in The United States tailored to your needs.
When terminating an employee, employers must adhere to federal, state, and city ordinances. Termination expenses may encompass compliance with the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), which is a federal law enabling employees to maintain health insurance coverage during unemployment.
As the United States largely follows “at-will” employment relations, either party may terminate the agreement without cause at any given time. Nevertheless, it is customary that they provide a two-week notice before termination.
The United States does not have mandated statutory severance provisions.
The United States observes 11 official national public holidays annually. Additionally, individual states have the authority to designate additional holidays beyond those mandated by the federal government. The national holidays recognised by the federal government are:
The responsibility for overseeing employment benefits for American workers is divided among several government branches:
At Playroll we're all about empowering employees to work anywhere, making mobility possible for global teams. We sponsor visas and hire the employee for you, so you don’t have to worry about payroll, taxes, and more.
It's important to note, visa support can be complicated and each country has different requirements and legislation. As of August 2024, non-Singapore entities that want to employ an individual in Singapore who is not a Singapore national or permanent resident may no longer use an Employer of Record (EOR) to sponsor that individual for a work permit. Contact our experts for help on how to navigate global employment in Singapore.
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
By leveraging dedicated support from in-house legal and compliance experts for case by case questions and more.
Acquiring a visa without an entity has never been easier, leverage Playroll's global coverage to sponsor and hire employees.
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