How does hiring in the United States work, state by state?

US employment law is layered: federal rules (FLSA, FICA, FUTA, FMLA, ADEA) set the floor, but each of the 50 states adds its own income tax, unemployment-insurance schedule, worker-classification test, leave entitlements, and wage rules on top. The federal floor is the same in Alaska and Alabama. Everything above it is different.

A vintage black mechanical adding machine.

Different state, different math

For employers running US payroll for the first time, the practical work is the per-state layer. Each of the guides below walks one state's rules in detail: where the SUI wage base sits, which classification test the state uses, whether paid family leave is mandatory, and what the state-specific termination process looks like. Pick the state where your hire sits and read its five topic pages.

States with full guides

What does it cost to hire in the United States?

Teamed becomes your legal employer of record in the United States for from $599 per employee per month, with zero FX mark-up in any currency. Every statutory employer cost passes through at cost, itemised on every invoice.

Real HR and legal experts handle your the United States hires, from offer letter to statutory filings. An actual person, not a chatbot or a pooled queue. No setup fee, no exit fee.

EOR payroll, contractor onboarding, and entity setup live on one platform. Run the Crossover Calculator to see when EOR stops being the right model. Key sources: US Department of Labor, IRS payroll tax guidance, and IRS employment tax calendar.

Use the cost calculator: see the full the United States hiring costs

Use the Employer Cost Calculator to see the loaded monthly cost of a the United States employee at any salary, including statutory contributions, EOR fee, and FX impact.

EOR vs entity in the United States: when to set up your own legal entity

EOR is the right model for a first hire or for testing the market. You don't need a the United States-registered legal entity: Teamed acts as the employer through its owned legal entity. Once headcount and strategy align, the same employee can graduate from EOR to your own entity without re-onboarding. The crossover point depends on headcount and equity needs. Start from the United States hiring overview and the topic guides below.

Employment law in the United States: what changed in 2026

The topic guides below cover statutory rules in detail. For official updates, check the sources linked in each guide. Teamed's compliance team tracks the United States labour law changes in real time and updates payroll and benefit calculations before the effective date. If you need something sooner, talk to an expert.

What employee benefits must you provide in the United States?

Mandatory benefits in the United States depend on the specific jurisdiction and employment contract type. The topic guides below cover statutory leave, sick pay, pension or social-insurance contributions, and other employer-funded entitlements. Teamed administers all mandatory benefits as part of the EOR service, at cost and itemised.

Termination law in the United States: notice, severance, and final pay

Notice periods, severance entitlements, and final-pay timing vary significantly in the United States. The topic guides below cover these rules in detail with the current statutory figures. As the legal employer of record, Teamed handles all termination obligations and tracks any legislative changes before they affect a live employment contract.

The US looks like one hiring market. It is 50, and the federal floor is where the similarities end.
SUI wage base, paid-leave mandate, classification test, termination rules: each state writes its own.
The guides above are the per-state facts. Read the right one before you hire.

, Tom Price-Daniel, Teamed

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