US Workforce Solutions

US Workforce Solutions

Seamlessly navigate the intricate reality of US payroll with Papaya: 50 states combined in a single solution to help you grow your US workforce.

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US Workforce
  • EOR
  • PEO
  • Payroll
  • Benefits
  • Payments

Employer of Record (EOR)

Expand your workforce in any of the 50 US states, without needing local entities.

We offer EOR services in the US through our trusted network of US Experts. As an Employer of Record, the Expert will employ US workers on your behalf and will be responsible for all aspects of employment such as payroll processing and payment, tax withholdings, benefits administration and more. The Expert will also assume full liability for tax and legal purposes.

Best suited for: Companies without US entities interested in expanding into or testing the US market.


US EOR Experts

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How are EOR services in the US different from other countries?

The United States has a complex tapestry of federal, state, and local regulations. EORs help companies legally and compliantly hire in different US states without having to handle all the hassle that multi-state employment brings, including creating and registering entities in each state where the company employs.

What’s the difference between EOR and PEO?

While the Professional Employer Organization (PEO) participates in a co-employment agreement and typically shares liability with the employer company, the Employer of Record employs on behalf of a company and becomes fully liable for tax and legal purposes.
See this for more on the differences between a U.S PEO and EOR.

What are the benefits of hiring through EOR in the US?

With an EOR, a business can:

  • Enter a new market much quicker than it takes to open an entity.
  • Enter, explore, and test a new location without needing to set up or register a permanent entity, while assessing its suitability as a permanent entity in the future.
  • Remove compliance risks of operating in a different state. The EOR ensures that the company remains compliant on all legal and worker regulation matters.
  • Have the flexibility to get out of the market quickly if needed, which is especially useful for short term projects.
  • Avoid risks of worker misclassification associated with other hiring models such as independent contractors.


Professional Employment Organization (PEO)

Hire in all 50 US states while offering the best benefits for your employees.

Simplify your payroll routine for your US entities and secure the best, most cost-effective benefits providers. With Papaya’s PEO service, you can focus on your business while we take care of payroll, benefits administration, and compliance with federal, state, and local laws and regulations.

Best suited for: Companies with US entities seeking to offload HR tasks and offer top-notch, cost-effective benefits without giving up control over their operations.


US PEO Experts


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What is a Professional Employer Organization (PEO)?

A PEO is an organization to which companies can outsource their HR administration, transferring the employer status from the company to the PEO in an arrangement known as co-employment. As the employer of record for the company’s employees, the PEO becomes responsible for performing employee administration tasks such as processing and paying payroll, managing benefits and withholdings, reporting and paying taxes under the PEO’s federal employer identification number (EIN), ensuring compliance of HR processes, and keeping appropriate records.

Beyond the advantages for the companies, employees also gain from co-employment through access to high quality and cost-effective benefits such as health and dental insurance, as PEOs are often able to negotiate better deals with benefits providers.

What’s the difference between PEO and EOR?

While the PEO participates in a co-employment agreement and typically shares liability with the employer company, the EOR employs on behalf of a company and becomes fully liable for tax and legal purposes. See this for more details on EoR vs PEO


We help you process your payroll in all 50 US states, guaranteeing compliance with all federal, state and local laws and regulations.

Reach remarkable cost savings and impeccable compliance with Papaya’s end-to-end, AI-powered payroll service. We integrate to your current tech stack to prepare, process and pay your payroll, filing all appropriate taxes and deductions and providing all the documentation you and your employees need.

Best suited for: Companies with US entities wishing to streamline payroll operations.


US Payroll Experts


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How is US payroll different than payroll in other countries?

US payroll is unique in its structure and requirements when compared to other countries. Some of the factors that contribute to its distinctiveness are the US’ complex tax system, varying state and local labor laws, employment classification, “at-will” employment, and document retention guidelines.

For more information, check out our How Leading Firms Manage US Hiring webinar.

How are workers classified in US payroll?

In the US, there are strict regulations regarding the classification of workers as either employees (also known as W-2 employment) or independent contractors (also know as 1099 employment), and each classification has its own specificities. Misclassification can lead to significant legal and financial consequences, making proper classification a crucial aspect of payroll management.

What’s the difference between having your employees on your payroll and using a PEO?

The key difference between having employees in your payroll or working with a PEO is that in the first scenario, you are the employer, and are therefore responsible for all payroll operations.

In the PEO model, you and the PEO are co-employers. The PEO becomes the employer of record for your employees and is therefore responsible for processing and paying payroll, benefits and withholdings, reporting and paying taxes under its own federal employer identification number (EIN), ensuring compliance of HR processes, and keeping appropriate records.

How does termination work in the US?

Most US employment is “at-will”, meaning that an employer or employee can end the employment relationship at any time for any reason, if the termination is not illegal or discriminatory.

The employment contracts of executives and other highly skilled individuals often incorporate a “just-cause termination clause,” which mandates that termination may only take place for “cause” and lists the permissible grounds. In such cases, the parties negotiate a “termination and release agreement” to outline the terms of termination, including a “just cause”.

For more information on termination in each of the US states, check out our CountryPedia.


Healthcare and dental, life insurance, 401(k) plans, perks, and more. We help to connect your US workforce to valuable and meaningful benefits

We connect your employees to the best selection of benefits providers in the United States and your company to the most cost-effective alternatives on the market through our trusted, vetted partners. Count on Papaya to free you from the hassles of US benefits administration.

Best suited for: Companies looking to offer competitive benefits packages to attract and retain talent.



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What benefits do employees expect from their employer?

The most common benefits expected by US employees are the following:

Health and dental insurance: Full-time employees typically expect to be provided access to health and insurance coverage, which can be provided through group health insurance plans. In many states, these benefits are mandatory. According to Forbes Advisor, 67% of employees believe this to be the most important benefit.

Life insurance: 45% of employees name life insurance as a top benefit, which can also be provided through group health insurance plans.

Retirement plans: Offering retirement benefits such as a 401(k) plan can be attractive to full-time employees and help with talent retention. In certain states, the 401(k) is mandatory.

Paid time off (PTO): Although not mandatory in every state, full-time employees often expect paid vacation, sick leave, and holidays. The company should determine the appropriate PTO policies in compliance with US labor laws.

For more details visit our US countrypedia page.

What are the considerations when selecting a benefits provider?

The selection of a benefits provider is no easy task, especially considering rising vendor choices. Some of the key considerations when selecting a benefits provider are:

  • The range of benefits and the range of the network offered by the provider
  • The cost structure of the benefits packages
  • Customer service and support towards employer and employees
  • Tech infrastructure, reflected through automated, adaptable, scalable, and easy-to-use benefits platforms
  • Data insight features for benefits-related decision making
  • Compliance and data security
What factors should I keep in mind when designing benefit packages for employees in the United States?

When structuring your company’s benefits packages for US employees, you must consider a combination of legal requirements and optional components to ensure an attractive, comprehensive, and compliant offering. Some of those elements are:

Tax Implications: Be sure you understand the tax implications of different benefits, whether they’re taxable, pre-tax, or tax-deductible. Be prepared to handle tax withholding accurately to prevent issues for both employees and the company.

Mandatory Benefits: Some benefits, such as Social Security, Medicare, and workers’ compensation are required by law. Compliance with these mandatory benefits is essential to avoid legal penalties.

Non-Discrimination: Benefits packages must be non-discriminatory and accessible to all eligible employees regardless of factors like age, gender, or other protected characteristics. They must also pass the IRS’s non-discrimination testing which ensures all employees are receiving fair compensation.


Pay your US workforce on time and accurately, every time

Papaya’s payments platform allows your company to pay its US workforce without errors, delays, or tedious manual processes. We provide full liability for your company’s funds, and payments are processed in less than 72h, guaranteed.

Papaya’s payments platform is always fully compliant. Payments are accurately classified as salaries and with your company as the ultimate debtor, meeting all local laws and regulations.

Best suited for: Companies seeking to streamline payroll payments through an accurate, hassle-free payments system, ensuring timely and compliant payments worldwide.



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Are payments supported in all 50 US states?

Papaya’s payment platform supports payroll payments in all 50 states.

Which currencies are supported?

As a cross-border payment provider, it is critical for us to make sure your employees receive their salary in the currency of their choice. Papaya is licensed to accept funds in over seven different currencies including EU and USD, and can pay out in any currency your worker prefers.

What KYC process do you require?

Papaya offers a comprehensive yet efficient KYC process that is streamlined and owned by a dedicated team – and completed in one to seven days.

Can I trust Papaya with my funds?

Papaya Global is a regulated financial institution and its acquisition of payment remittance technology company Azimo provided access to an extensive payroll payments coverage network in more than 160 countries.

Our partnership with J.P. Morgan and Citibank’s payments processing solutions powers Papaya Global’s fully automated, regulated, and transparent software solution.

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Download this guide to read later

The Essential Guide
to Payroll in the US

What’s covered in this guide:

  • US hiring models
  • Staying compliant
  • Federal/state regulations
  • Benefits

And more...

Download free guide