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.

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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

Industry standard for traditional global expansion.

4-6 months

Without Worksome

Delay typically required to establish legal entities and local infrastructure.

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

72 hours

With Worksome

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

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: Access to medical coverage, with optional dental and vision plans available to employees

Financial Wellness: Payroll-facilitated contributions and access to state-mandated 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.

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Comprehensive Daily
Operations & Support

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

Compliance-Led Timekeeping

From federal weekly thresholds to state-specific daily rules, our integrated timesheets automatically calculate the correct overtime and state-mandated rest periods.

Federal + State Compliance & Audit Support

We handle government audit support, all tax withholdings and filings at both the federal and state levels, removing the administrative burden from your internal teams.

Global Visibility

Gain a real-time, bird’s-eye view of your entire workforce with centralized tracking of spend, contract status, and compliance across all jurisdictions.

Secure Payroll Delivery

Salaries are paid directly from Worksome entities to employee accounts, ensuring timely, accurate, and secure payments every cycle.

Simplified Weekly Billing

Receive one consolidated invoice per week covering your entire payroll, drastically reducing the volume of accounts payable tasks.

Dedicated Worker Support

A personalized portal and human support to manage onboarding, payroll, tax documentation, and benefits.

Frequently Asked Questions about US EOR Q´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.

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.

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