Global Employment Solutions & PEO in United States

Omnipresent provides global employment solutions and professional employment organisation (PEO) services for companies looking to grow and build out a global team in the United States. Traditional methods of establishing global employment and subsidiaries in the United States typically take months and can incur heavy costs. Omnipresent’s global employment solutions and professional employer organization services are helping hundreds of organisations onboard new employees in the United States in a matter of days with full compliance of local labour laws. We use a tech-forward approach to streamline the process.

• Your company conducts the hiring and candidate selection process in United States.
• Omnipresent hires the selected candidate through our local professional employment organisation in United States.
• We take care of ensuring your new employee is hired in compliance with local labour laws, payroll regulations, benefits and more -- all without needing to set up a subsidiary in United States.
• The individual is legally contracted by Omnipresent but assigned to work for your company and reports to a manager or team in your organisation as your full-time employee.

Partnering with a Professional Employer Organization (PEO), or Employer of Record (EOR), is often more effective, faster and less risky.

Employer costs include Federal Insurance Contributions Act (FICA) Social Security/Medicare, Unemployment, and Life Insurance. Use the OmniCalculator to estimate costs, or contact us for further information.

Income taxes

Federal withholding is based on the employee’s W4, taxable wages and pay frequency. 

State withholding is based on the employee’s state form, taxable wages and pay frequency.

Employee contributions

Social Security is 6.2% of taxable wages (for both the employee and employer) up to a limit ($160,200 for 2023). Taxable wages will vary depending on an employee’s pre-tax deductions.

Medicare is 1.45 % of taxable wages (for both the employee and the employer) with no limit. The employee portion increases to 2.9% when the employee goes over $200,000 of taxable wages. Taxable wages will vary depending on an employee’s pre-tax deductions.

Working Hours per Week:‍

The standard US workweek is 40 hours. Typical working hours are 9 to 5 from Monday to Friday.

Overtime Laws:‍

Federal overtime provisions are contained in the Fair Labor Standards Act (FLSA). Unless exempt, employees covered by the act must receive overtime pay for hours worked over 40 in a workweek at a rate no less than time and one-half their regular rates of pay. There is no limit in the act on the number of hours employees aged 16 and older may work in any particular week. The Act also does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, unless overtime is worked on such days.

There is no national requirement in the US to offer paid sick leave, though many states have their own laws on this. The Family and Medical Leave Act (FMLA) requires companies with more than 50 employees to allow them unpaid time off for medical leave or to care for a family member. It’s important to note that in reality, even without a legal obligation to provide paid leave, 74% of full-time US workers have an arrangement with their employer to provide paid time off in the event of sickness. Arrangements vary from state to state.

Maternity Leave:‍

FMLA was signed into law in 1993 and requires employers to provide up to 12 weeks unpaid leave for both parents at the birth of a baby for companies of 50 employees or more. Many smaller businesses do not have mandated paid maternity leave for employees. 

Paternity Leave:‍

Paternity leave varies state by state. Many states do not require employers to provide paid paternity or parental leave. If an employee is eligible and covered by FMLA, they may be allowed unpaid leave from the federal government. 

Vacation time is not required by US law. Instead, it's a benefit decided on an individual basis between employees and employers. 14 working days off is standard practice.

Employees do not have the legal right to severance pay.

In almost all states, an employer can terminate an employee for any non-discriminatory, non-retaliatory reason, at any time, with or without notice, and with or without cause. But typically, employees are terminated with 2 weeks notice.