United States PEO Services

Global PEO Services (GPS) helps companies hire employees in United States without establishing a legal entity. All human resources, benefits, payroll, and tax needs for the employees are managed by the Global PEO, while the new hires and headquarter teams focus on your business goals.

When hiring employees in United States, establishing a subsidiary or branch office is not always the best route, as it’s often a lengthy and expensive process. Hiring via a Professional Employer Organization (PEO), or Employer of Record (EOR), is a faster and often more effective option – especially when starting up in a new country.

Global PEO Services hires the employees on your behalf, legally contracting them through our subsidiary in accordance with United States labor laws. As a result, the burden of compliance is on us and the employees can begin work for your company in a matter of days. PEOs/EORs provide you with a streamlined option for hiring employees, testing markets, and responding to growing business needs in United States. With Global PEO Services, you get control without taking on legal entity liabilities, contractor risks, or sacrificing on talent or speed to market.

In the United States, an employment contract can be either in writing or verbal. 

Some of the details typically mentioned in the written contract include: 

• Performance assessments 
• Deductions 
• Expenses 
• Sickness & disability 
• and more 

The different types of employment relationships are: 

• Permanent Employment – Most employees in the United States are presumed to work at will. 
• Fixed-Term Contracts – The maximum duration of fixed-term contracts in the United States is not documented in labor law (including renewals). 
• Temporary Employment – Temporary employees, also known as “temps,” are employed in the United States for a set period. They are usually hired to fill temporary vacancies or to fill other gaps in the organization’s workforce. They may work part-time or full-time hours and are not typically eligible for employee benefits. 

Probationary Period 

In the United States, a probationary period typically lasts up to 90 days. 

Employees in the United States are entitled to the following leave: 

• Annual leave– The Fair Labor Standards Act (FLSA) of the United States does not require payment for time not worked, such as vacations, sick leave, or federal or other holidays. Employers decide how much vacation to provide and to whom. 
• Maternity leave – The federal law of the United States is unique in that it does not provide cash benefits to women while on maternity leave. In the absence of federal legislation mandating paid maternity leave, several states have enacted legislation to compensate new parents. 
• Sick leave – There are no federal legal requirements for paid sick leave in the United States. Unpaid sick leave is required by the Family and Medical Leave Act (FMLA), and organizations subject to the FMLA must provide it. 
• Paternity leave – The federal Family and Medical Leave Act (FMLA) guarantees 12 weeks of unpaid paternity leave in the United States. The right to FMLA leave for birth and bonding of a child expires 12 months after the date of birth. 

Public Holidays 

The following are the statutory national holidays observed in the United States: 

• January 1 – New Year’s Day 
• January 18 – Martin Luther King Jr. Day 
• January 20 – Inauguration Day 
• February 15 – Presidents Day 
• May 31 – Memorial Day 
• June 18 – Day off for Juneteenth 
• June 19 – Juneteenth 
• July 4 – Independence Day 
• July 5 – Independence Day observed 
• September 6 – Labor Day 
• October 11 – Columbus Day 
• November 11 – Veterans Day 
• November 25 – Thanksgiving Day 
• December 24 – Day off for Christmas Day 
• December 25 – Christmas Day 
• December 31 – Day off for New Year’s Day

In the United States employees, generally, do not have contracts and are hired at will. However, if an employment contract exists, the parties can negotiate contract terms governing notification procedures.