Employer of Record in the United States: 2026 Guide

Deel's US EOR handles the multi-state complexity that trips up foreign companies: state income tax withholding and registration in all 50 states, workers' compensation insurance by state and job classification, state unemployment insurance (SUI), and compliance with state-specific wage and hour laws.

The platform offers competitive US benefits packages including health insurance (ACA-compliant plans with employer contribution), 401(k) retirement plans, dental, vision, and life insurance. Benefits are a primary differentiator when hiring US employees, and Deel's group plans provide economies of scale.

For non-US companies entering the American market, Deel provides state employment law guidance covering at-will employment documentation, non-compete and non-solicitation clauses (which are increasingly restricted state by state), and compliance with the growing number of state pay transparency laws.

Remote provides US EOR specifically designed for non-American companies that need to hire in the United States without forming a US entity. The platform handles federal EIN registration, state-level tax registration, workers' compensation, and ACA compliance — all unfamiliar territory for non-US employers.

Employment contracts are structured for at-will employment with appropriate state-specific modifications. Remote's US legal team provides guidance on the patchwork of state laws: California's restrictive non-compete ban, New York City's pay transparency requirements, Colorado's equal pay transparency act, and similar regulations.

Remote also manages the I-9 employment eligibility verification process, which is required for all US hires. The platform handles E-Verify enrollment in states where it is mandatory and stores I-9 documentation in compliance with DHS retention requirements.

Rippling is primarily a US-focused HR, IT, and finance platform that also offers EOR for international companies hiring in America. Their US infrastructure is among the most mature in the market: multi-state payroll, benefits administration with major carriers (Aetna, Cigna, Blue Cross), 401(k) through leading providers, and full compliance automation.

Where Rippling excels is the depth of US employment management. Workers' comp, state tax registration, new hire reporting, ACA tracking and 1095-C generation, W-2 production, and state-specific leave management (FMLA, state paid family leave) are all built in.

For companies that need US EOR alongside their global workforce, Rippling's platform provides the most seamless US experience — at the cost of requiring their core platform subscription.

G-P's US EOR supports enterprise-level complexity: employees across dozens of states, compliance with state-specific leave laws (California CFRA, New York PFL, Oregon PFMLA, etc.), multi-state tax reciprocity agreements, and remote work nexus management.

The platform provides comprehensive US benefits competitive with large employers: multiple health plan tiers, HSA/FSA administration, 401(k) with match, short and long-term disability, and supplemental life insurance. These benefits are critical for attracting US talent.

G-P also handles the growing complexity of state employment regulations: ban-the-box laws, salary history inquiry bans, pay transparency requirements, predictive scheduling laws, and state-specific overtime exemption thresholds. Their compliance team monitors changes across all 50 states.

Skuad offers US EOR at $299/mo per employee, which undercuts the standard $599 price point. For non-US companies hiring one or two US-based employees, this makes the monthly overhead more manageable.

The platform handles federal and state tax registration, workers' compensation, and basic benefits enrollment. Employment documentation covers at-will provisions and state-specific requirements for the most common hiring states (California, New York, Texas, Florida, Washington).

Benefits packages are more basic than premium providers — health insurance options are limited, and 401(k) may not be available or may have limited matching. For US hires, benefits quality significantly affects recruitment success.

Remofirst provides US EOR at $199/mo per employee, the lowest available rate. For non-US companies hiring a single US-based contractor-turned-employee or a part-time role, this keeps costs down.

Core compliance is covered: federal and state payroll tax, workers' compensation, and I-9 verification. Employment agreements follow at-will principles with basic state-specific provisions.

The significant tradeoff is benefits. US employees expect health insurance, and Remofirst's options are basic. Without competitive benefits, recruiting quality US talent is challenging. This tier works best for roles where the candidate cares more about flexibility than a traditional benefits package.

Velocity Global provides access to US employment attorneys across key states, offering guidance on the increasingly complex patchwork of state laws. This is particularly valuable for non-US companies unfamiliar with concepts like at-will employment, FLSA exempt vs. non-exempt classification, and state-specific non-compete enforceability.

The platform manages multi-state payroll, workers' compensation, and ACA compliance. Benefits include health insurance options, dental, vision, and life insurance at competitive group rates.

Velocity Global also assists with FLSA classification analysis — determining whether a role qualifies as exempt from overtime (salary threshold and duties test) — which is one of the most common compliance failures for companies new to US hiring.

Oyster's cost calculator shows the total employer burden for US hires by state: gross salary, FICA (Social Security 6.2% + Medicare 1.45%), FUTA, state unemployment insurance, workers' compensation, and benefits. The state-specific variation is significant — California costs more than Texas due to higher SUI rates and state-mandated programs.

The employee self-service portal provides access to pay stubs, W-2s, benefits enrollment, and PTO tracking. US employees expect a polished self-service experience, and Oyster's portal meets that standard.

Oyster offers health insurance through group plans that include major provider networks. The ACA compliance module tracks full-time employee status for the employer mandate and generates 1095-C forms.