United States Employment Landscape

Expand Your Global Workforce in the United States

Your guide to the employment landscape, working customs, and local labor laws in the United States.

  • Capital: Washington, D.C.
  • Currency: USD (United States Dollar)
  • Languages: English
  • GDP per Capita: $85,426 (nominal, 2025)
  • Employer Tax: 7.65% federal FICA + FUTA + state unemployment insurance (SUI/SUTA varies by state)
  • Payroll Frequency: Bi-weekly or semi-monthly (most common); weekly and monthly also permitted

Talent Overview

The United States is the world's largest economy, with a nominal GDP of approximately $29.3 trillion and a labor force of over 168 million workers. The country leads globally in technology, finance, biotech, media, and professional services, anchored by deep capital markets, a culture of entrepreneurship, and the world's most concentrated cluster of elite research universities.

For international companies, the U.S. represents the single most valuable hiring market, access to U.S.-based talent, time zones, and market relationships is a key growth driver for companies scaling globally. By early 2026, approximately 29% of all paid U.S. workdays were conducted from home, and demand for remote-capable professionals in AI, cloud, cybersecurity, and data engineering continues to outpace supply.

Federal employment contracted significantly in 2025, adding additional private-sector competition for experienced talent.

Major Economic Hubs:

  • New York City, NY
  • San Francisco Bay Area, CA
  • Seattle, WA
  • Austin, TX
  • Boston, MA

Skills in Demand:

  • AI/ML Engineer
  • Software Engineer
  • Cybersecurity Specialist
  • Cloud Architect
  • Data Scientist

Top Local Universities in the United States

  • Massachusetts Institute of Technology (MIT): Local Ranking: 1 | World Ranking: 1 (QS 2026)
  • Harvard University: Local Ranking: 2 | World Ranking: 4 (QS 2026)
  • Stanford University: Local Ranking: 3 | World Ranking: 6 (QS 2026)
  • California Institute of Technology (Caltech): Local Ranking: 4 | World Ranking: 10 (QS 2026)
  • University of Chicago: Local Ranking: 5 | World Ranking: 11 (QS 2026)

Top Local Job Boards:

  • LinkedIn
  • Indeed
  • Glassdoor
  • Handshake
  • Dice (tech-focused)

Number of LinkedIn Users: 250,000,000+

Cryptocurrency Usage in the United States

The United States is the world's dominant crypto market and the country that now sets the global regulatory standard for stablecoins. Approximately 21% of U.S. adults, around 55 million people, own cryptocurrency as of 2026, according to Security.org. Spot Bitcoin ETFs attracted over $65 billion in net inflows since their 2024 launch.

The GENIUS Act (Guiding and Establishing National Innovation for U.S. Stablecoins), signed into law on July 18, 2025, created the first comprehensive federal framework for payment stablecoins, establishing a dual federal-state licensing system, reserve requirements, and consumer protections.

The Federal Reserve's April 2026 research note documents that the stablecoin market reached $317 billion in capitalization as of April 6, 2026, a 50%+ increase since early 2025, with Ethereum stablecoin transaction volumes rising 50% since the GENIUS Act's signing.

The U.S. has also established a Strategic Bitcoin Reserve and appointed a national Crypto Czar to coordinate federal digital asset policy, cementing its position as the world's leading jurisdiction for institutional crypto adoption.

Most Popular Remote Roles

Remote work is a permanent fixture of the U.S. labor market. According to TimeTrex, 29% of all paid U.S. workdays were conducted from home by early 2026. Technology, finance, marketing, and professional services lead remote hiring. AI skills commanded a 56% wage premium over non-AI counterparts within the same job categories in 2025.

Here are the top 10 most popular remote roles in the United States:

  • AI/ML Engineer:  $150,000 to $300,000/year | Tech, AI
  • Software Engineer:  $103,000 to $200,000+/year | Tech, Software
  • Cloud/DevOps Engineer:  $120,000 to $200,000/year | Tech, Infrastructure
  • Cybersecurity Specialist:  $100,000 to $175,000/year | Tech, Security
  • Data Scientist:  $105,000 to $180,000/year | Data, Analytics
  • Product Manager:  $120,000 to $200,000/year | Business Operations, Tech
  • Financial Analyst:  $75,000 to $130,000/year | Finance, Banking
  • Digital Marketer:  $65,000 to $115,000/year | Marketing, E-commerce
  • UX Designer:  $85,000 to $150,000/year | Design, Tech
  • Technical Writer:  $65,000 to $120,000/year | Tech, Content

These roles are in high demand across New York City, the San Francisco Bay Area, Seattle, Austin, and distributed teams serving global employers.

Salary Data

Average annual gross salaries for common roles in the United States, sourced from BLS OEWS 2024, Glassdoor, and Levels.fyi 2025–2026 data:

  • AI/ML Engineer: $14,000 to $25,000/month (total comp at top tech companies often $250K–$500K+)
  • Software Developer/Engineer:  $8,600 to $14,000/month (BLS median: $133,080/year; senior: $180K+)
  • Data Scientist:  $9,000 to $15,000/month (BLS median: $108,660/year; FAANG total comp: $200K–$450K)
  • Cloud/DevOps Engineer:  $9,500 to $16,000/month
  • Cybersecurity Specialist:  $8,500 to $14,500/month
  • Financial Analyst:  $6,200 to $10,800/month
  • Marketing Manager:  $6,500 to $11,500/month
  • Product Manager:  $10,000 to $18,000/month
  • UX Designer:  $7,000 to $12,500/month
  • Accountant:  $5,500 to $9,500/month

The BLS reports median weekly earnings of $1,204 for full-time workers in 2025, equating to approximately $62,608 annually across all occupations. Technology roles command significant premiums. State and metro location adds 20–30% in San Francisco, Seattle, and New York City.

Employing in the United States

U.S. employment law operates at three levels: federal, state, and local. Federal laws, including the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), Title VII of the Civil Rights Act, and the Occupational Safety and Health Act (OSHA), set minimum standards. States and cities frequently layer additional requirements on top, particularly around minimum wage, paid leave, worker classification, and anti-discrimination protections.

Employers must also navigate the IRS, the Social Security Administration (SSA), state tax agencies, and state unemployment insurance systems. For international companies, establishing compliant employment in the U.S. without a local entity requires an Employer of Record like Rise.

Employee Contract

The U.S. is predominantly an "at-will" employment country, meaning either the employer or employee may end the employment relationship at any time, for any legal reason, without notice. However, employment agreements are common and recommended for professional roles, particularly to establish compensation, benefits, confidentiality obligations, non-compete terms (where enforceable), and intellectual property assignments.

Offer letters are standard practice. Contracts must not violate federal or state anti-discrimination laws, minimum wage laws, or other statutory protections.

Public Holidays 2025

The U.S. has 11 federal holidays. Private employers are not legally required to observe them, but most professional employers do. Workers required to work on federal holidays are often compensated at premium rates under employer policy (there is no federal mandate for holiday premium pay outside of federal government employment):

  • January 1:  New Year's Day | Federal Holiday
  • January 20:  Martin Luther King Jr. Day (third Monday in January) | Federal Holiday
  • February 17:  Presidents' Day / Washington's Birthday (third Monday in February) | Federal Holiday
  • May 26:  Memorial Day (last Monday in May) | Federal Holiday
  • June 19:  Juneteenth National Independence Day | Federal Holiday
  • July 4:  Independence Day | Federal Holiday
  • September 1:  Labor Day (first Monday in September) | Federal Holiday
  • October 13:  Columbus Day (second Monday in October) | Federal Holiday
  • November 11:  Veterans Day | Federal Holiday
  • November 27:  Thanksgiving Day (fourth Thursday in November) | Federal Holiday
  • December 25:  Christmas Day | Federal Holiday
Note: January 20, 2025 was also Inauguration Day, a paid administrative leave day for federal employees in the Washington, D.C. area.

Employee Leaves

Unlike most developed economies, the U.S. has no federal mandate for paid annual leave or paid sick leave. Leave entitlements are governed by federal law (for job protection), state law (for paid benefits in participating states), and employer policy:

  • FMLA (Family and Medical Leave Act):  Up to 12 weeks of unpaid, job-protected leave per year for childbirth, adoption, or serious health conditions. Applies to employers with 50+ employees; employee must have worked 12 months and 1,250 hours | Mandatory for covered employers: Yes
  • Paid Family Leave (State Programs):  13+ states including California, New York, New Jersey, Massachusetts, Washington, Connecticut, Oregon, Colorado, and Illinois mandate paid family leave programs, funded by payroll contributions. Programs launched in Minnesota and Delaware in January 2026 | Varies by state
  • Paid Sick Leave:  No federal requirement; required in many states and cities including California, New York, Massachusetts, Washington, and others | Varies by state and locality
  • Annual/Vacation Leave:  No federal requirement. Most professional employers offer 10 to 15 days per year; many tech companies offer unlimited PTO | Employer policy
  • Statutory Sick Pay:  No federal mandate; state temporary disability insurance programs exist in California, Hawaii, New Jersey, New York, and Rhode Island

Payroll in the United States

Payroll cycles are not federally mandated but most states require at least semi-monthly payment. Bi-weekly (every two weeks) and semi-monthly (twice per month) are the most common schedules for professional employees.

The federal minimum wage is $7.25 per hour, unchanged since July 2009, but most states and cities have set significantly higher minimums. As of 2026, California's minimum wage is $17.00/hour, New York City's is $16.50/hour, Washington State's is $16.66/hour, and many other states range from $10 to $15+. Employers must comply with the highest applicable minimum wage (federal, state, or local).

Payroll Tax (FICA: Federal Insurance Contributions Act): 2026

FICA funds Social Security and Medicare:

  • Social Security tax:  Employee: 6.2% | Employer: 6.2% | Wage base cap: $184,500 (up from $176,100 in 2025)
  • Medicare tax:  Employee: 1.45% | Employer: 1.45% | No wage cap
  • Additional Medicare Tax:  Employee only: 0.9% on wages above $200,000 (single) / $250,000 (married filing jointly) | No employer match
  • Combined FICA rate:  Employee: 7.65% | Employer: 7.65% (on wages up to Social Security cap)

Federal Unemployment Tax (FUTA): 2026

  • FUTA rate: 6.0% on first $7,000 of wages per employee per year
  • Standard effective rate: 0.6% (after 5.4% credit for timely state unemployment tax payments)
  • Maximum FUTA per employee: $42/year at effective rate; $420 at gross rate
  • Note: California and the U.S. Virgin Islands are FUTA credit-reduction states for 2025 tax year, resulting in higher effective rates for employers in those jurisdictions

State Unemployment Insurance (SUI/SUTA)

Each state sets its own unemployment tax rate and taxable wage base. Rates range from 0% to over 10% depending on employer experience rating and state schedule. Wage bases vary widely — from $7,000 (California, Arkansas) to $74,000+ (Washington State). Employers must register with each state where they have employees.

Employee Income Tax (Federal: 2026)

Seven federal income tax brackets, per IRS Revenue Procedure 2025-32 and the One Big Beautiful Bill Act (signed July 2025), which made TCJA tax rates permanent. Rates apply to taxable income (gross income minus standard deduction or itemized deductions):

  • $0 to $11,925:  10%
  • $11,926 to $48,475:  12%
  • $48,476 to $103,350:  22%
  • $103,351 to $197,300:  24%
  • $197,301 to $250,525:  32%
  • $250,526 to $640,600:  35%
  • Above $640,600:  37%

Standard deduction for 2026: $16,100 for single filers; $32,200 for married filing jointly; $24,150 for heads of household. State income taxes apply additionally in most states (ranging from 0% in states like Texas, Florida, and Nevada to over 13% in California).

VAT / Sales Tax

The U.S. does not have a federal VAT. Sales tax is levied at the state and local level, ranging from 0% (Delaware, Montana, New Hampshire, Oregon) to over 10% in some localities. Sales tax applies to goods and services sold to end consumers and is managed by individual states, not federal payroll systems.

13th Month Pay

No legal requirement. Year-end bonuses are common in finance and professional services but are discretionary and governed by employer policy or individual employment agreements.

Employee Benefits

  • Social Security and Medicare (FICA-funded)
  • Federal Unemployment Insurance (FUTA/SUTA)
  • Health insurance: no federal mandate for small employers; Affordable Care Act (ACA) requires employers with 50+ full-time equivalent employees to offer minimum essential coverage
  • 401(k) retirement savings plans: not mandatory but standard among professional employers
  • No federally mandated paid vacation, sick leave, or paid family leave (state programs exist in 13+ states)
  • Worker's compensation insurance: required by state law in all 50 states
  • Disability insurance: required in California, Hawaii, New Jersey, New York, and Rhode Island

Employee Offboarding

The U.S. is an at-will employment country, either party may end employment at any time without notice, absent a contract providing otherwise, or unless termination is for an illegal reason (discrimination, retaliation, etc.).

Most professional employers provide two weeks' notice as a matter of practice. There is no federal severance pay requirement; severance is governed by employer policy or contract. Final paycheck timing is state-specific, most states require payment within a few days of termination, with some requiring immediate payment upon involuntary termination.

COBRA continuation coverage must be offered to employees losing employer-sponsored health insurance. Employers with 100+ employees must comply with WARN Act notice requirements for mass layoffs.

Visa and Immigration

Foreign nationals require work authorization to be employed in the U.S. The most common pathways for professional workers include the H-1B visa (specialty occupations requiring a degree; employer-sponsored; annual cap with lottery), the O-1 visa (extraordinary ability, no annual cap), the L-1 visa (intracompany transferees), and the TN visa (Canadian and Mexican professionals under USMCA). Green card (permanent resident) pathways include employment-based categories EB-1 through EB-5.

Important 2025–2026 developments: A Presidential Proclamation effective September 21, 2025 requires employers to pay a $100,000 application fee for each H-1B petition filed after that date. A USCIS final rule effective February 27, 2026 implements a weighted H-1B selection process favoring higher-skilled and higher-paid applicants.

Social media disclosure requirements for H-1B and H-4 applicants took effect in December 2025. The Diversity Visa Lottery (DV-2027) was suspended. For international companies hiring into the U.S., Rise's EOR removes the need for the hiring company to maintain its own U.S. entity, Rise is the employer of record, eliminating the sponsorship complexity for the international employer.

What Is Rise's U.S. EOR?

Rise acts as the legal employer for your U.S.-based team members, managing payroll, compliance, and benefits on your behalf through Rise's owned U.S. entity. You direct the employees' day-to-day work, while Rise handles the rest.

Automated U.S. Onboarding

Hire full-time employees anywhere in the United States through Rise's owned U.S. entity. Our automated onboarding workflow manages offer letters, employment agreements, tax forms (W-4, I-9 right-to-work verification, state withholding forms), benefits enrollment, and payroll setup, ensuring every hire is compliant from day one across all 50 states.

Compliant Employment Agreements

Stay fully compliant with federal and state labor laws, including the FLSA, FMLA, ADA, Title VII, OSHA, and all applicable state-specific requirements. Rise's legal and compliance experts handle employment agreements, background checks, worker classification, and ongoing regulatory monitoring across all 50 states and Washington, D.C., helping you avoid IRS penalties, Department of Labor violations, and state agency enforcement.

Competitive U.S. Benefits Packages

Attract top American talent with ACA-compliant health insurance, dental and vision coverage, 401(k) retirement plan options, paid time off, and flexible benefits programs. We also offer crypto-friendly benefits programs for companies that want to integrate digital assets into their compensation strategy.

Hybrid Payroll Flexibility

Pay employees in USD, stablecoins, or cryptocurrencies, all through Rise's hybrid payroll system. Your team gets paid how they prefer, and Rise ensures full tax compliance and proper reporting to the IRS, SSA, and all applicable state agencies. With Rise Earn, workers holding idle USDC can earn yield via Aave's USDC lending pools on Arbitrum, with no deposit or holding fees.

Tax & Compliance, Fully Managed

Rise handles:

  • Federal income tax withholding and IRS Form 941 quarterly filings
  • FICA (Social Security 6.2% + Medicare 1.45%), employer and employee shares
  • FUTA and state unemployment insurance (SUI/SUTA) filings in all applicable states
  • ACA health insurance compliance
  • W-2 filings, benefits administration, and all withholdings
  • Compliance with FLSA, OSHA, EEOC, FMLA, and state-specific labor laws
  • State income tax withholding and filings in all 50 states and D.C.

You stay compliant across all 50 states without registering your own entity.

Why Use Rise's U.S. EOR?

  • Hire full-time employees anywhere in the U.S., instantly, across all 50 states
  • Avoid the cost and complexity of establishing a U.S. legal entity
  • Navigate 50-state compliance without a dedicated U.S. HR and legal team
  • Offer competitive benefits including ACA-compliant health insurance and 401(k) options
  • Stay compliant with federal and state employment laws, tax obligations, and benefit mandates
  • Save time: Rise automates onboarding, bi-weekly payroll, IRS filings, and W-2 reporting

Stablecoin Payroll for U.S. Employees

Rise supports stablecoin payroll, allowing payments in USDC, USDT, or other assets. This is fully compliant under the GENIUS Act and IRS guidance, with contracts, payslips, and tax filings denominated in USD. Employees can opt for partial or full crypto payments, and employers can fund payroll via fiat or crypto.

How to Onboard Employees From the U.S. to Rise EOR

Here's a step-by-step breakdown of how a company would onboard full-time employees using the Rise Employer-of-Record (EOR) service.

1. Engagement & Setup

The company engages Rise's EOR service for the U.S. Rise operates through its owned U.S. entity, so you can legally employ in any of the 50 states and Washington, D.C. without establishing your own U.S. company, registering with state tax agencies, or setting up benefits infrastructure. You provide Rise with your headcount, start dates, compensation details, job roles, and employment terms. Rise configures the employment offer letter, state-specific compliance checks, and benefits enrollment options.

2. Candidate/Employee Onboarding Initiation

You identify the hire and enter the new employee details into Rise: name, start date, job title, compensation, work state, work location (remote or office), etc. Rise triggers the onboarding workflow: electronic offer letter, federal and state tax forms (W-4 federal withholding, applicable state withholding forms), I-9 right-to-work verification, benefits enrollment forms, and direct deposit authorization. The employee receives a digital onboarding packet with all required federal and state documents.

3. Contract & Compliance

Rise generates a locally compliant at-will employment offer letter or agreement appropriate to the employee's work state. Rise handles I-9 verification (right to work in the U.S.), state new-hire reporting (required within a few days of hire in all states), and registration with state tax and unemployment agencies where applicable. The employee signs all documents electronically via Rise.

4. System Provisioning & Internal Setup

Once the employee is in the system, Rise automates provisioning: payroll enrollment, benefits enrollment (health, dental, vision, 401(k)), and IT access if relevant. Employee data flows into payroll, HRIS, and benefits modules. No separate systems needed.

5. First Payroll & Benefits

Rise runs payroll for the employee via the U.S. EOR entity on the agreed bi-weekly or semi-monthly schedule: calculates gross pay, withholds federal and state income taxes (based on W-4 and state withholding form elections), deducts employee FICA contributions (6.2% Social Security + 1.45% Medicare), processes benefit deductions, pays in USD via direct deposit, and remits all employer tax obligations (matching FICA, FUTA, and state SUI). Benefits enrollment is activated for health insurance, dental, vision, and 401(k) if elected.

6. Ongoing HR/Payroll/Compliance Management

Future changes (salary adjustments, state transfers, benefits changes, new state tax registrations) are handled in the unified system. Rise continuously monitors state minimum wage updates, state leave law changes, ACA compliance thresholds, and federal regulatory updates. Offboarding or termination is managed via the platform per applicable federal and state requirements, including final pay timing, COBRA notice, and benefit closure.

EOR Employee Onboarding Checklist

Phase 1: Pre-Onboarding Preparation

Goal: Collect all necessary info before initiating EOR setup in Rise.

  • Define job details (job title, role description, department, reporting manager; employment type: full-time at-will under EOR; compensation details: annual salary or hourly rate in USD, pay frequency, overtime eligibility under FLSA).
  • Verify work state (confirm which state the employee will work in, this determines state income tax, state unemployment insurance, state minimum wage, and any state-specific leave mandates; remote employees are taxed based on their work state, not the company's state).
  • Confirm headcount and budget (ensure internal approval and budget allocation including FICA employer match of 7.65%, FUTA, state SUI, and benefits costs; determine start date).
  • Prepare offer details (draft offer terms: base salary, benefits elections, working hours, vacation policy, remote/hybrid arrangement, equity if applicable; decide who sends the offer: you or Rise).
  • Collect employee information (full legal name, address including work state, email, phone number; Social Security Number for I-9 and tax purposes; bank account details for direct deposit; emergency contact details).

Phase 2: Setup & Compliance

Goal: Rise sets up the employee in the system and ensures legal compliance.

  • Create the employee profile in Rise (enter employee data: name, SSN, email, start date, role, salary, work state; assign to U.S. EOR entity).
  • Generate employment offer letter / agreement (Rise creates a locally compliant offer letter or employment agreement appropriate to the work state; review terms and confirm approval before sending to employee).
  • Handle compliance setup (I-9 right-to-work verification with supporting documents; W-4 federal withholding election; applicable state withholding form; state new-hire reporting to relevant state agencies within required timeframe; registration with state tax and SUI agencies where applicable).
  • Send offer and onboarding documents (Rise sends the offer letter, federal and state tax forms, benefits enrollment forms, and direct deposit authorization electronically; employee completes and signs all forms via Rise).
  • Assign internal onboarding contacts (hiring manager; HR contact/onboarding coordinator; IT/equipment contact if applicable).

Phase 3: Employee Activation

Goal: Ensure the new hire is active in Rise and ready to begin work.

  • Add to payroll (Rise enrolls the employee in payroll under the U.S. EOR entity; verify W-4 elections, state withholding form, direct deposit banking details, and benefit deductions; confirm pay frequency and first pay date).
  • Set up benefits (employee completes benefits enrollment through Rise: health insurance plan selection, dental, vision, 401(k) contribution election; confirm coverage start dates — health coverage often starts on first day of employment or first of the following month depending on plan).
  • Provision equipment and access (order or ship devices if remote; set up software accounts and permissions; use Rise device management if applicable).
  • Add to HR systems and workflows (assign onboarding tasks inside Rise: document uploads, training, intro calls; add employee to company org chart and communication tools).
  • Schedule welcome call (conduct first-day orientation; introduce manager, team, and company culture).

Phase 4: Post-Onboarding & Ongoing Management

Goal: Maintain compliance and ensure smooth ongoing HR operations.

  • Verify first payroll (confirm gross pay, federal and state tax withholdings, FICA deductions, benefit deductions, and net direct deposit processed correctly; confirm W-2 will be issued at year-end).
  • Monitor compliance updates (Rise will notify you of state minimum wage increases, state leave law changes, ACA reporting obligations, and IRS updates affecting payroll; ensure compensation stays above applicable federal and state minimums).
  • Track ACA compliance (if your total U.S. employee count approaches 50 full-time equivalent employees, ACA employer mandate triggers, Rise monitors this and will alert you to upcoming obligations).
  • Manage paid leave state obligations (if employee works in a state with mandatory paid sick leave, paid family leave, or state disability insurance, Rise configures the applicable payroll deductions and notifies you of leave obligations; state programs launched in Minnesota and Delaware in January 2026).
  • Maintain employee records (store W-4, I-9, offer letters, benefits enrollment, and all compliance documents securely in Rise; keep all changes updated: address, work state, W-4 elections, dependents, salary).
  • Plan offboarding if needed (follow Rise's state-specific termination procedure: final paycheck within state-required timeline, COBRA health coverage notice within 14 days of qualifying event, state unemployment notice to former employee; confirm no notice period obligation under employment agreement).

FAQs:

1. How does Rise help my company legally hire employees in the United States?

Rise acts as the Employer of Record through its owned U.S. entity, allowing international companies, or domestic companies without a U.S. entity, to hire full-time employees in any of the 50 states and D.C. without establishing a U.S. legal entity. Rise handles employment offer letters, I-9 verification, federal and state tax withholding, FICA, benefits, and all ongoing compliance, while you retain full control over the employee's day-to-day work.

2. What information do I need to provide before onboarding a new U.S. employee?

Before onboarding, you'll share the employee's job title, compensation, start date, and the state they will work from. You'll also need the employee's full legal name, home address (including work state), and Social Security Number for I-9 and tax purposes. Rise will guide you through gathering all remaining federal and state documents during the onboarding workflow.

3. What does Rise handle during the onboarding process in the U.S.?

Rise manages the entire end-to-end onboarding workflow, including: generating a compliant offer letter or employment agreement; collecting W-4, state withholding forms, and I-9 documentation; completing state new-hire reporting; setting up federal and state payroll tax accounts; and enrolling the employee in benefits. You simply approve the offer details, Rise takes care of the rest.

4. How are payroll and benefits managed after the employee is onboarded?

Once active, Rise runs payroll on your agreed schedule (typically bi-weekly or semi-monthly): calculates gross pay, withholds federal and state income taxes per the employee's W-4 and state withholding elections, deducts FICA (6.2% Social Security + 1.45% Medicare), processes benefit deductions, pays in USD via direct deposit, and remits all employer-side taxes (matching FICA, FUTA, state SUI) to the IRS and applicable state agencies. Rise also issues W-2s at year-end and manages annual ACA reporting (Form 1095-C if applicable).

5. Can I pay my U.S. team in stablecoins or cryptocurrency?

Yes. Rise supports crypto and stablecoin salary payments, allowing employers to pay in USDC, USDT, or other supported assets. Employment contracts, payslips, and all IRS and state tax filings remain USD-denominated for full federal and state compliance. Stablecoins are delivered at the withdrawal layer. The IRS treats crypto compensation as ordinary income at fair market value on the date of receipt; Rise handles this reporting automatically.

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