Remote hiring in the U.S. provides global businesses access to a highly skilled and diverse workforce. However, navigating U.S. employment involves complex federal and state laws, tax obligations, and compliance with labor regulations. Companies looking to hire remotely typically choose between two models: Entity Establishment in USA, such as forming a C-Corp or LLC, or partnering with an Employer of Record (EOR) to hire without setting up a local entity. While entity establishment offers long-term control, it requires time and administrative effort. EORs provide a faster, compliant alternative for scaling quickly. This guide explores both options to help you decide.
Table of Contents
- EOR vs. Setting Up a Legal Entity in the United States
- Cost Implications of EOR vs. Entity in the United States
- Compliance and Legal Risk: EOR vs. Entity in the U.S.
- Foreign Employer Compliance: Legal Entity vs. EOR USA
- When to Transition from EOR to Entity in the U.S.
- Why Choose Asanify for EOR in the United States
- FAQs
EOR vs. Setting Up a Legal Entity in the United States
Key Considerations When Choosing Between EOR and Entity Setup
Speed of Hiring: An EOR can onboard employees within days. In contrast, registering a legal entity may take weeks or months, involving IRS registration (EIN), business licenses, and state filings.
Cost and Complexity: Entity setup involves incorporation fees, legal consulting, tax filings, and HR infrastructure. EORs offer a flat-rate model that includes payroll, benefits, and compliance.
Compliance Burden: The U.S. legal landscape requires adhering to federal laws like the Fair Labor Standards Act (FLSA) and state-specific laws. EORs specialize in navigating these nuances.
Operational Flexibility: EORs are ideal for testing the market, pilot teams, or short-term hires. Entities are better for long-term investment, IP generation, or physical office establishment.
Why Time to Market Is Critical for U.S. Expansion
The U.S. is a competitive market. Companies that delay hiring due to entity setup may miss out on top talent and growth opportunities. EORs expedite your entry, enabling you to onboard and operate faster, mitigating the cost of inaction or delayed launches.
Cost Implications of EOR vs. Entity in the United States
Setup and Ongoing Operational Costs
Entity Setup:
- Incorporation fees (varies by state, $500–$1,500)
- Legal consultation and tax planning
- Registered agent services
- Ongoing state filing fees and franchise taxes
EOR Services:
- Flat monthly fee per employee (typically $300–$700)
- No entity maintenance or legal team required
- Includes payroll, taxes, and benefits
Compliance Management Costs
Entities must manage federal and state tax filings, unemployment insurance, workers’ compensation, and employment law updates. EORs absorb this responsibility, including:
- State tax registration
- Employer contributions (Social Security, Medicare)
- ACA compliance
- Employee documentation (W-2, 1095-C)
Time Savings and Opportunity Costs
Hiring through an EOR saves weeks or even months compared to setting up an entity. This accelerated process is crucial when scaling quickly, securing talent, or launching time-sensitive projects.
Compliance and Legal Risk: EOR vs. Entity in the U.S.
The U.S. legal system features a dual layer of federal and state employment laws. Common risks include:
- Misclassification of contractors (subject to IRS penalties)
- At-will employment misunderstandings
- Overtime violations under FLSA
- Discrimination or harassment claims
EORs help mitigate these by ensuring:
- Proper classification (W-2 vs 1099)
- Statutory benefits and paid leave adherence
- Lawful termination processes
- I-9 verification and background checks
Foreign Employer Compliance: Legal Entity vs. EOR USA
Setting Up a U.S. Legal Entity
Steps Involved:
- Select structure (LLC, C-Corp)
- Choose state of incorporation (e.g., Delaware, Wyoming)
- File Articles of Incorporation
- Apply for EIN from IRS
- Open U.S. bank account
- Register for state taxes
This process provides full control but requires considerable time and expertise.
Hiring Through an Employer of Record (EOR)
An EOR serves as the legal employer for your U.S. hires, managing:
- Onboarding and contracts
- Payroll processing and tax deductions
- Health insurance and retirement plans
- Employee relations and compliance audits
This allows you to build a U.S.-based team without setting up a U.S. company.
When to Transition from EOR to Entity in the U.S.
Switching from EOR to entity makes sense when:
- You have 10+ employees in the U.S.
- You’re investing in IP or product development
- You require physical office presence
- You’re looking for long-term tax efficiency
Transition Steps:
- Incorporate your U.S. entity
- Register with IRS and state departments
- Draft new employment contracts
- Migrate employees from EOR to in-house team
Most EORs offer transition support to ensure continuity.
Why Choose Asanify for EOR in the United States
Asanify provides a robust and cost-effective EOR solution tailored for U.S. hiring:
- Comprehensive Compliance: Handles federal and state laws, ACA, at-will employment, and benefits.
- Payroll & Tax Automation: Includes real-time payroll syncing, tax filings, and W-2 generation.
- Multi-state Coverage: Supports hiring across all 50 U.S. states.
- Employee Experience: Access to compliant benefits, HR portals, and onboarding tools.
- Transparent Pricing: Flat-fee model with no hidden charges.
Asanify empowers global businesses to confidently hire in the U.S. without regulatory hurdles.
FAQs
A third-party organization that legally employs U.S. workers on behalf of a foreign company.
It ensures adherence to federal and state laws, manages taxes, and handles HR documentation.
$300–$700 per employee/month, depending on features and services.
Access to health insurance, 401(k), paid leave, and statutory benefits.
Through compliant payroll software that submits reports to the IRS and state tax agencies.
Yes. EORs can manage both classifications with appropriate tax and compliance procedures.
EORs eliminate the need for legal registration, while LLC/C-Corp setup gives long-term control but requires compliance ownership.
Yes. While “at-will” applies, clear contracts are recommended for legal protection.
Federal income tax, Social Security, Medicare, state income tax, and unemployment insurance.
Under ACA, employers must offer health insurance to full-time employees if they exceed 50 FTEs. EORs manage this obligation.
PTO is not federally mandated but varies by state. EORs ensure local compliance.
It means either the employer or employee can terminate the employment at any time, unless a contract states otherwise.
Usually W-2 employees or 1099 contractors. Misclassification carries legal risk.
Yes. EORs register for state taxes, unemployment insurance, and adhere to local employment laws.
California, New York, Massachusetts, and Illinois have more stringent labor laws.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
