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Public Holidays Calendar

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United States – Arkansas 2022
Day Date Holiday Notes
Saturday Jan-1 New Year's Day
Monday Jan-17 Martin Luther King Jr. Day/Robert E. Lee's Birthday
Monday Feb-21 President's Day/Daisy Gatson Bates Day
Monday May-30 Memorial Day
Monday Jul-4 Independence Day
Monday Sep-5 Labor Day
Friday Nov-11 Veteran's Day
Thursday Nov-24 Thanksgiving
Friday Dec-23 Christmas Eve Holiday
Saturday Dec-24 Christmas Eve
Sunday Dec-25 Christmas Day
Monday Dec-26 Christmas Holiday

United States – Arkansas
Payroll and Benefits Guide

Last updated: Feb 07, 2022
United States Dollar (USD)
Payroll Frequency
Employer Taxes
11.65% - 30.95%

Papaya Offers Complete Payroll, PEO and Contractor Management Services For United States – Arkansas

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Little Rock
United States Dollar (USD)
Date Format
Fiscal Year
1 January- 31 December
Public holidays calendar



Employer Payroll Contributions

0.30% - 14.20% (Maximum taxable wages is 10,000.00 USD

Unemployment (State)


Unemployment- New Employer (State)

6.20% (Maximum taxable wages is 147,000.00 USD) USD)

FICA Social Security (Federal)

1.45% (Maximum taxable wages is 142,800.00 USD)

FICA Medicare (Federal)

0.60% -6.00% (Maximum taxable wages is 7,000 USD)

FUTA (Federal Unemployment Tax Act) The FUTA tax rate is 6.0% with a taxable wage base of 7,000 USD. However, if states operate their unemployment insurance programs in compliance with federal law then the FUTA tax is reduced (credit) by 5.4% to 0.6%.

11.65% - 30.95% Total Employment Cost


Employee Payroll Contributions

6.20% (Maximum taxable wages is 147,000.00 USD)

FICA Social Security (Federal)


FICA Medicare (Federal)


Additional tax on earnings over 200,000 USD (High-income earners also pay an additional 0.9 percent in Medicare taxes)

7.65% - 8.55% Total Employee Cost


Employee Income Tax

State Income Tax

Supplemental Wage/Bonus Rate

Employee Income Tax

SState Personal Income Tax & State Income Tax Married Couples Filing Jointly

Up to 4,199.00 USD


4,199.01 USD – 8,299.00 USD


8,299.01 USD – 12,399.00 USD


12,399.01 USD – 20,699.00 USD


20,699.01 USD – 34,599.00 USD


34,599.01 USD and above


Employee Income Tax

Standard Deductions and Personal Exemption
Filing Status



2,000.00 USD

Couple/Married Filing Jointly

4,000.00 USD

Personal Exemption

26.00 USD Credit

Couple/Married Filing Jointly

58.00 USD Credit


26.00 USD Credit


Employee Income Tax

Federal Income Tax For Single Taxpayers

Up to 10,275 USD


10,276 USD to 41,775 USD


41,776 USD to 89.075 USD


89,076 USD to 170,050 USD


170,051 USD to 215,950 USD


215,951 USD to 539,900 USD


539,901 USD or more


Employee Income Tax

Federal Income Tax For Married Taxpayers (Joint Filing)

Up to 20,550 USD


20,551 USD to 83,550 USD


83,551 USD to 178,150 USD


178,151 USD to 340,100 USD


340,101 USD to 431,900 USD


431,901 USD to 647,850 USD


647,851 USD or more

Employee Income Tax

Federal Income Tax For Heads of Households

Up to 14,650 USD


14,651 USD to 55,900 USD


55,901 USD to 89,050 USD


89,051 USD to 170,050 USD


170,051 USD to 215,950 USD


215,951 USD to 539,900 USD


539,901 USD or more


Employee Payroll Contributions

Standard Deduction and Personal Exemption

12,950.00 USD

Married Filing Jointly

25,900.00 USD

Head of Household

19,400.00 USD


Payroll Cycle

In general, employees are paid monthly or semi-monthly in Arkansas.  When the pay cycle is semi-monthly, the payments must not be more than 16 days apart or 5 days after the end date of the pay period.

13th Salary

There are no provisions in the law regarding 13th salaries.

Working Hours


In Arkansas, the workweek is a maximum of 40 hours per week or 8 hours per day.


Arkansas adheres to the Fair Labour Standards Act (FLSA), and work in excess of 40 hours per week is considered overtime and paid at the rate of 150% of the regular pay. If employees are scheduled to work on weekends or rest days, no additional payment is required. However, should an employer request an employee to work in exceptional circumstances on these days, then overtime is paid at the rate of 150% of the regular pay.

Working Week



Paid Time Off

Arkansas does not have any state laws that govern paid time off. However, it is common for employers to decide whether to offer paid or unpaid vacation leave.  This must comply with employment law and must be stipulated in the collective bargaining agreements.

Public Holidays

There are 12 public holidays in Arkansas.  If a holiday falls on a Saturday or Sunday, the holiday is either observed on the Friday before or Monday after.   

Sick Days

It is common for an employer to follow the Family and Medical Leave Act (FMLA) which provides certain employees with up to 12 weeks of unpaid, job-protected leave per year for certain family and medical reasons (maternity leave, serious illnesses, or if the employee needs to care for a spouse or child).

Employees are eligible for FMLA if they have worked for their employer for at least one year, completed a minimum of 1,250 hours over the past year, and worked at a location where the company employs 50 or more employees within 75 miles.

FMLA eligible employees are entitled to:

  • 12working weeks of leave in any one year for a child’s birth and to care for the newborn child within one year of birth.
  • The employee may be entitled to leave for the adoption or foster care of a child and care for the newly placed child within one year of placement.
  • To care for the employee’s spouse, child, or parent who has a severe health condition.
  • A serious health condition that makes the employee unable to perform the essential functions of their job.
  • Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty.”


  • 26 working weeks of leave during a single one-year period to care for a covered servicemember with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

In addition to FMLA, Arkansas also has The Arkansas Civil Rights Act, which prohibits employers from discriminating based on gender, including pregnancy, childbirth, and related medical conditions. Under this act, employers must ensure that their policies do not negatively impact one sex more than another. Employees who are affected by pregnancy are treated the same as employees with disabilities. The act covers employers with nine or more employees.

Arkansas also has The Adoptive Parent Leavewhich means an employer that permits maternity leave or paternity leave to an employee who is a biological parent after the birth of a child must also permit maternity or paternity leave for an adoptive parent upon placement of an adoptive child in the adoptive parent’s home if requested by the adoptive parent. The employee may also be entitled to other benefits provided by an employer, such as job protection or pay guarantee.

The law only applies to the adoption of a person under 18 years of age.

Maternity Leave

Maternity leave falls under FMLA, The Arkansas Civil Rights Act, and The Adoptive Parent Leave (see Sick Leave). 

Paternity Leave

Paternity leave falls under FMLA, The Arkansas Civil Rights Act, and The Adoptive Parent Leave (see Sick Leave). 

Parental Leave

Parental leave falls under FMLA, The Arkansas Civil Rights Act, and The Adoptive Parent Leave (see Sick Leave). 

Other Leave

  • Jury Duty: Full-time employees are entitled to job-protected, unpaid leave for jury duty, as a witness in a case, responding to a subpoena, or acting as a plaintiff or defendant in the courts. Employees must provide a copy of the jury summons to the employer as evidence of requirement.
  • In addition to the federal law USERRA, Arkansas law provides protection against discrimination for members of U.S. armed forces, reserves, National Guard, commissioned corps of the public health service, and any other category of persons designated by the president in a time of war or emergency.
  • Arkansas law states that all registered employees must be allowed to take necessary time off from work, as unpaid leave, to vote in any municipal, county, state, or federal primary or general election.  Employees must provide reasonable notice to their employers to take time off to vote.


Termination Process

Except in mass dismissals or as provided for in an employment contract or a collective bargaining agreement, U.S. law does not impose a formal notice period to terminate an individual employment relationship, and employment is stipulated “at will.” This means that either the employer or the employee may end the employment relationship without giving either notice or reason, provided it is not illegal, notable discrimination on the grounds of a category protected by law, etc., and as per the Federal Worker Adjustment and Retraining Notification Act (WARN).

The employment contracts of executives and other highly skilled individuals often incorporate a “just cause termination” clause which mandates that the employer may only terminate the employee for “cause” and lists the permissible grounds. In such cases, the parties negotiate the foundations for a “just cause” termination.

Notice Period

In Arkansas, most employees are employed “at-will,” and either party can terminate the employment relationship without notice. In Arkansas, payout of unused vacation time is not required by law, however, employers will generally pay an employee for unused vacation days provided the employee gives some advanced notice of resignation. While there is no notice period, general practice is 2 weeks.

In mass dismissal cases the Worker Adjustment and Retraining Notification Act (WARN Act) must be followed, and employers must give 60 days’ notice to impacted employees.

Severance Pay

Except as otherwise provided in an employment contract or collective bargaining agreement, employers are not required to pay severance. However, many employers choose to offer severance pay based on the length of employment.

Probation Period

There are no provisions in the law regarding probation or trial periods. However, it is common practice for employers to set a performance evaluation after an initially stated period of employment of 90 days.



Foreign nationals without permanent resident status or a work visa are not permitted to work in the United States. An employer seeking to hire a foreign national may file a petition with the United States Department of Homeland Security or the United States Citizenship and Immigration Services (USCIS) for an employment visa on behalf of the prospective employee. If the petition is approved, the prospective employee must obtain a visa stamp from a United States embassy or consulate (Canadian citizens are exempt from this requirement).  To get a temporary U.S. work visa, an employer must file a petition with U.S. Citizenship and Immigration Services (USCIS). An approved petition must be part of the visa request.

The types of visas include:

  • H-1B: For applicants with a college degree hired to do specialized work. The visa is valid for three years and can be extended for an additional three years. The visa is connected to the employer that filed the petition. If there is a change of employer, the new employer must repeat the process. There are 65,000 H-1B visas available each year.
  • H-1B1: For applicants with a college degree from Chile and Singapore. The US government grants up to 1,400 visas to Chilean citizens and 5,400 from Singapore each year.
  • H-2A:  For temporary or seasonal agriculture work. It is limited to citizens of qualified countries. Usually valid for up to 1 year and can be extended to a maximum of 3 years.
  • H-2B: For temporary non-agricultural work. These visas are limited to citizens of qualified countries. Usually valid for up to 1 year and can be extended to a maximum of 3 years.
  • L: For intercompany transfers (people transferred from a foreign company to a US branch of the company). The applicant must have been employed at the company for a year before the transfer and work in a managerial level position or higher with specialized knowledge.
  • O: For people with extraordinary abilities in science, arts, education, business, or athletics.

The standard procedure is to obtain a short-term work visa and then apply for an immigrant visa after the employee has started working in the United States.

For those seeking employment-based immigrant visas:

  • E-1: Highest priority employment for those with extraordinary ability in science, arts, education, business, and athletics
  • E-2: For those with advanced degrees or exceptional ability
  • E-3: For skilled workers and professionals, as well as unskilled workers
  • E-4: Members of certain immigrant groups
  • E-5: Immigrant investors in US companies (substantial investment)

Alternatively, an employer may sponsor a potential employee’s application for permanent resident status, referred to as a “green card” if the employee can establish that the potential employee is a multinational executive or manager transferee, has unique skills, or has been offered a job in the United States. The employer must have been unable to recruit a U.S. worker who meets the position’s minimum requirements.

All employers are obligated to verify that all individuals they employ are authorized to work in the United States.



Arkansas has a minimum combined sales tax rate of 9.51% (state tax is 6.50% and local tax is 3.01%).

Version History

February 16, 2022
Payroll contributions and personal income tax rates have been updated.
January 1, 2021
Minimum wage: up from $10 to $11 per hour.
Stay up to date on payroll & employment law changes

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