没有美国实体可以直接雇佣美国员工吗？

可以。通过名义雇主（EOR）模式，由持牌美国雇主作为法律雇主签约并承担雇主责任，企业保留日常管理权，也可在此基础上规划 H-1B、L-1 等签证担保路径。

美国各州的雇佣成本差异主要体现在哪里？

差异集中在州个人所得税（0%-13.3%）、州失业保险费率、工伤保险保费，以及加州、纽约州等附加的带薪病假、家庭假与薪酬透明义务，沿海州整体成本显著高于中部州。

North America · Top Destination for Global Expansion

US Employment Costs and Labor Policies

Understand US employment laws, visas, social security, and tax essentials in one page. Estimate employer costs and plan a compliant global expansion strategy.

U.S. (USD) Global Hiring Overview

Most states follow at-will employment; misclassifying exempt employees is a frequent compliance risk.

Settlement Currency

USD

Minimum Monthly Salary Reference

5,000 USD

Employer Social Security Contribution Rate

Approximately 10.0%

Work Visa

Need employer sponsorship

Employer statutory cost components

FICA 7.65%
Federal/State Unemployment Insurance
State Workers' Compensation

The above outlines key statutory employer cost factors; actual ratios fluctuate based on the salary base and annual policy adjustments.Global Expansion Cost CalculatorEstimate total hiring costs based on monthly salary and headcount.

Key Points of the U.S. Employment System

Most states follow at-will employment; no federal paid leave mandate; state sick leave and benefit requirements vary widely.

Key Points for U.S. Work Visas

H-1B lottery, L-1 intra-company transfers, and O-1 extraordinary ability visas are the primary pathways; nominal employers can serve as the employer of record.

Key Points on U.S. Social Security and Retirement Savings

FICA total 7.65% + federal/state unemployment insurance + state workers' compensation; health benefits subject to ACA (for 50+ employees).

Key Points: U.S. Individual and Corporate Income Taxes

Federal income tax brackets 10-37% + state income tax 0-13.3%; federal corporate income tax 21% + state tax.

Practical Tips

California, New York, and Washington have heightened supplemental benefits and notification obligations.
Misclassifying employees as exempt or non-exempt is a frequent compliance risk.

Compliance Considerations

US labor, visa, and tax rules may change with annual budgets and government announcements. Before finalizing hiring structures or compensation plans, have your local compliance team review them. NAZAR can assume employer responsibilities through an Employer of Record (EOR) model to help you quickly hire US employees in full compliance.

Estimate U.S. employment costs View Export Guide Tools

Common Questions About Hiring in the U.S.

Can't a U.S. entity directly hire U.S. employees?

Yes. Under the Employer of Record (EOR) model, a licensed U.S. employer acts as the legal employer to sign contracts and assume employer responsibilities, while your company retains day-to-day management control. This setup also supports visa sponsorship pathways such as H-1B and L-1.

Where do employment cost differences vary across U.S. states?

Differences stem from state income tax rates (0%–13.3%), state unemployment insurance rates, workers' compensation premiums, and additional paid sick leave, family leave, and pay transparency requirements in coastal states like California and New York. Overall costs are significantly higher in coastal states than in the Midwest.