uS EMPLOYER OF RECORD

Scale Your Workforce Across All 50 States

Hire, pay, and manage W-2 payroll employees across all 50 states plus territories on a single, compliant platform. No local entity required.

Book a call

Why Leading Enterprises Choose Worksome for US Expansion

Worksome acts as the legal employer for your US contingent workforce, handling the heavy lifting of employment law so you can focus on growth. We eliminate the administrative drag of establishing legal entities, dramatically accelerating your speed-to-hire

Without Worksome

4-6 months

Delay typically required to establish legal entities and local infrastructure.

Industry standard for traditional global expansion.

With Worksome

72 hours

Time to move talent from selection to "Project Ready" status.

Industry standard for traditional global expansion.

Federal, State & Local Compliance with Risk Mitigation

Worksome's AI-powered classification engine automatically determines W-2 vs. 1099 status based on each state's specific test (ABC, economic realities, or hybrid), backed by misclassification indemnification

Worker Classification: Automated Exempt vs. Non-Exempt (FLSA) testing to ensure accurate overtime eligibility.

Tax Liability: We assume core EOR obligations, including Federal and State payroll reporting and W-2 distribution.

In-House Legal Expertise: Direct management of federal, state, and city-specific labor regulations to prevent misclassification and wage-and-hour claims.

Enterprise-Grade Benefits & Insurance

ACA-Compliant Healthcare: Comprehensive medical, dental, and vision plans for all eligible employees.

Financial Wellness: Facilitation of 401(k) retirement plans and state-mandated savings programs.

Zero-Touch Statutory Accruals: System-driven tracking of FMLA, state-mandated PTO, and sick time based on worker location.

Our EOR Operational Framework

A structured, digital-first journey for your HR and Finance teams.

Book a call

Comprehensive Daily
Operations & Support

Our platform doesn't just hire; it automates the entire administrative lifecycle.

Compliance-Led Timekeeping

Automated calculation of overtime and state-mandated rest periods.

Audit Support

We handle government audit support and state agency inquiries on your behalf.

Global Visibility

Onboard your talent in days instead of weeks or months and pay workers on time with.

Dedicated Worker Support

A personalized portal for your employees and individual human support to manage documentation, tax withholding (W-4), and benefits.

Frequently Asked Questions about US EORQ´s

How long does it take to onboard a new US employee via EOR?

With Worksome, talent can be "Project Ready" within 72 hours, including I-9 and E-Verify completion.

Does Worksome handle state-specific labor law postings?

Yes. We provide all jurisdiction-specific labor law postings, handbooks, and pay frequency requirements based on the employee's work location.

How does Worksome handle worker misclassification risk?

We use a comprehensive classification engine to evaluate W-2 vs. 1099 status, backed by our internal legal expertise and clear indemnification structures.

What is an Employer of Record in the USA?

An Employer of Record (EOR) is a third-party organization that legally employs workers on your behalf. This allows you to hire in any US state without opening a local business entity. The EOR handles all legal responsibilities, including payroll, tax filings, and compliance, while you retain full control over the employee’s daily work and performance.

How much does a US EOR cost?

US EOR services typically cost $199–$699 per employee per month, depending on the number of states, benefits package, and compliance requirements. This fee covers the legal infrastructure and administrative support. Total employment costs also include pass-through expenses like FICA, FUTA, SUTA, and workers' compensation, which are mandatory under US law.

What's the difference between an EOR and a PEO?

The main difference is legal liability: an EOR is the sole legal employer, while a PEO uses a co-employment model. You can use an EOR to hire in states where you lack a legal entity, whereas a PEO requires you to have your own registered business. EORs assume full compliance risk; PEOs share it with you and focus more on long-term HR administration.

Ready to scale your US workforce without the risk?

Stop waiting for legal entity setups. Schedule a compliance consultation today to see how Worksome handles your 50-state expansion, benefits, and tax liability.

Book a demo