United States
Hire with ease with an Employer of Record in the United States
Entering the US market can create new opportunities for international businesses, but hiring staff also means understanding federal, state and local employment requirements. For companies that don’t have a US entity, handling payroll, onboarding and employment administration can quickly become an operational challenge.
EPG helps businesses hire employees through Employer of Record (EOR) services in the USA, which may allow eligible employees to be engaged without first establishing your own local employing entity.
EPG supports agreed employment administration, onboarding, payroll and compliance activities, with responsibilities determined by the engagement and applicable federal, state and local requirements. Businesses expanding across multiple countries can also explore EPG’s Employer of Record services to support international hiring.
Be Managed by Experts for US Employment
Hiring in the United States involves employment contract preparation, varying obligations between states, payroll requirements and onboarding processes that all need to be managed consistently from day one.
An Employer of Record can provide a practical way to support these employment responsibilities through one coordinated service. EPG supports agreed payroll, employment administration and compliance processes under the arrangement. Responsibilities are confirmed for each engagement, taking into account applicable requirements and how the role will operate in practice.
How EPG Supports US Employment Administration
State Wage and Payroll Rules
State Wage and Payroll Rules Minimum wage rates, payroll obligations, leave entitlements and employment requirements can differ depending on where the employee is based, making state-specific administration an important part of compliant workforce management. Managing payroll with these differences in mind helps businesses reduce admin work while supporting structured employment practices.
Federal Tax Withholding
Federal Tax Withholding US employers are responsible for withholding federal income tax and other applicable employment taxes through payroll. For international businesses, managing payroll through an established employment structure can simplify these recurring obligations and reduce the need to coordinate multiple providers internally.
Form I-9 Onboarding
Form I-9 Onboarding Employers must complete g Form I-9 within the applicable USCIS timeframes to verify an employee’s identity and employment authorization. Employees complete Section 1 no later than their first day of employment, while the employer or authorized representative generally completes Section 2 within three business days after the first day of employment. Maintaining streamlined onboarding processes and accurate records helps support these requirements.
Overtime and Worker Classification
Overtime and Worker Classification Pay arrangements and worker classification should be considered before employment begins. Overtime eligibility, exempt and non-exempt classifications and wage obligations can affect how an employee should be engaged. Reviewing these details during onboarding helps reduce payroll corrections later and establish a more consistent employment process from the outset.
Anti-Discrimination and HR Processes
Anti-Discrimination and HR Processes Employment decisions should be supported by clear documentation and well-defined workplace processes throughout the employee lifecycle. Recruitment, performance management, workplace policies and employment decisions benefit from structured HR administration that implements a standardised approach across the workforce.
Offboarding and Employment Changes
Offboarding and Employment Changes Employment administration continues after onboarding. Changes to an employee’s role, pay or employment status, together with offboarding processes, should be managed carefully to maintain payroll accuracy, employment records, regulatory compliance and adherence to applicable state requirements.
Trusted by more than 1,000 businesses internationally
Hire in the USA Without Setting Up a Local Entity
Where an EOR arrangement is appropriate, it can provide a way for businesses to employ eligible staff in the United States without first establishing their own local employing entity.
Separate state, tax or business registrations may still be required depending on the company’s activities and circumstances.
This approach is commonly used by organisations hiring their first US employee, testing a new market, building a distributed workforce or coordinating local operations before deciding whether to establish a permanent US presence. It can also help businesses that need local payroll administration without creating additional internal employment infrastructure.
When the engagement is genuinely contractor-based, EPG’s Agent of Record (AOR) services provide a separate solution designed specifically for contractor management.
Employment Support Available Through Our EOR Services in the USA
Managing employees in the United States involves more than meeting payroll deadlines. EPG supports these employment responsibilities through a managed service that helps businesses establish local processes while maintaining oversight of their workforce.
We Support Compliance and Better Workforce Administration
US employment requirements can vary significantly depending on where the employee is based.
For international businesses, the challenge is knowing which rules apply and how they affect day-to-day employment decisions. EPG provides practical guidance throughout the engagement, helping businesses understand local requirements and make informed choices as their US team develops.
Structured Onboarding from Day One
During onboarding, employers need to finalize employment documentation, collect payroll information, complete tax forms and meet Form I-9 requirements within the applicable timeframes.
Managing these activities through one centralized onboarding process can help reduce delays and support a smoother transition into the role.
Payroll and employment changes handled before they affect your team
Employment administration doesn't stop once onboarding is complete.
EPG supports businesses by managing ongoing employment processes, helping relieve internal teams of coordinating changing payroll requirements or employment administration across multiple jurisdictions on their own.
Ongoing Employment Administration and Advisory Support
Employment needs change as a business grows.
EPG continues to assist businesses throughout the employment relationship with workforce administration, employment records, payroll processing and agreed employment support. The scope of EPG's responsibilities depends on the engagement and applicable requirements.
Who usually manages what in a US EOR arrangement?
| Employment Area | EPG Manages | Client Manages |
|---|---|---|
| Employment setup | Employment documentation and onboarding | Hiring decisions and role requirements |
| Payroll and tax withholding administration | Payroll processing and employment administration | Payroll approvals when required |
| Form I-9 process | Process support and record administration, as applicable | Required employee and client participation |
| Benefits coordination | Administration support | Benefit selection when applicable |
| Operational coordination | Employment administration and employer-side process support | Role priorities and business context, as agreed |
| Performance and offboarding support | Employment process and documentation support | Business input and workforce planning, as agreed |
Why EPG Group
Why global clients choose EPG Group for US EOR
Simplified workforce management in the United States
Managing employees across multiple US states can place additional pressure on HR, finance and operational teams, especially when local employment infrastructure is still being established. EPG helps businesses centralise employment administration through one managed service, allowing internal teams to focus on growing their US operations.
Employment Admin and Compliance Support
International businesses need practical guidance, not another software platform. EPG brings together employment administration, onboarding, payroll processing, employee records, benefits and HR operations through one service model. This reduces the need to work across separate providers while giving businesses a clearer view of their US workforce.
Human-Led service with technology visibility
Technology supports the delivery of our service, but it does not replace it. Every client works directly with EPG's workforce specialists, while Xemplo provides visibility into onboarding activities, payroll workflows, compliance tasks and workforce records. This combination gives businesses hands-on assistance backed by real-time workforce information. Businesses expanding across multiple countries can also explore EPG's global staffing solutions.
Rely on full visibility
As your workforce grows, employment information can become spread across different systems and internal teams.
Xemplo helps bring onboarding activities, payroll workflows, employee records and compliance tasks into one platform, making workforce administration easier to oversee. The platform enhances the human element of workforce management by giving businesses greater visibility while EPG continues managing day-to-day service delivery.
Ready to see how Xemplo gives you greater visibility across your workforce? Explore our tech and discover how it works with EPG’s managed services.
faqs
Common questions about EOR in USA
What does an Employer of Record do in the United States?
An Employer of Record supports businesses hiring employees in the United States by providing employment administration, onboarding, payroll processes, employment records and compliance support. The responsibilities of EPG and the client are agreed for each engagement and may vary depending on the worker, location and applicable federal, state and local requirements.
Can I hire employees in the USA without setting up a local company?
Potentially. Where an EOR arrangement is appropriate, eligible employees may be engaged through an existing US employment structure without the client first establishing its own local employing entity. This does not necessarily remove other state, tax, registration or business obligations, which depend on the client's activities and circumstances.
What compliance does an EOR handle in the US?
Depending on the arrangement, an Employer of Record can support payroll administration, tax withholding processes, Form I-9 onboarding, employment records, benefits coordination, state-aware employment administration and offboarding. The precise responsibilities are confirmed for each engagement and may vary by state and employment structure.
Is EOR better than setting up a US entity or using a PEO?
The right approach depends on your hiring plans, workforce size, long-term growth strategy, business activities and intended employment structure. An Employer of Record can be a practical option for some businesses entering the US market or making initial hires, while establishing a local entity or working with a Professional Employer Organization (PEO) may be more appropriate in other circumstances.
Can a US contractor move onto an EOR arrangement?
Potentially. Where a role is more appropriately structured as employment, an EOR arrangement may provide a pathway to transition the worker into an employment relationship. Worker classification should be assessed based on the facts and applicable law. If the individual is appropriately engaged as an independent contractor, EPG's Agent of Record services may be the more suitable option.
Your US Workforce Starts Here
Expanding into the United States should allow your business to focus on building its team, while experienced specialists manage the employment administration on your behalf.
EPG helps international businesses hire and support employees in the United States through practical Employer of Record services and hands-on workforce administration.
Employer of Record service availability and responsibilities may vary by state, role and the circumstances of each engagement. Proposed arrangements are assessed before onboarding, and additional legal, tax or registration advice may be appropriate depending on the client's activities.