Guida all'assunzione negli Stati Uniti​​ 

Punti chiave​​ 

• The United States' top hiring hubs are New York City, Los Angeles, and Chicago.​​ 
• Top industries in the U.S. include finance, insurance, technical services, and healthcare.​​ 
• Companies hiring in the United States have various options for setup, including partnering with an employer of record (EOR), hiring contractors, establishing a subsidiary, or direct employer registration.​​ 

The U.S. is the world's largest economy by nominal GDP (approximately USD 32.6T) in 2026. The United States also represents the largest consumer market in the world. It continues to be a global leader in technology, finance, and innovation, from Silicon Valley and Wall Street, offering access to venture capital and a high-income customer base.​​ 

Before expanding into the U.S., you'll need to understand contracts, taxes, wages, benefits, and other employment laws. Our guide will tell you everything you need to know about hiring in the U.S.​​ 

Cosa sapere prima di assumere negli Stati Uniti.​​ 

If you're expanding your business into the U.S. for the first time, there are important legal requirements to be aware of. These norms and laws influence hiring practices in the U.S. and many aspects of the employer-employee relationship, including compensation and benefits.​​ 

G-P Gia™, our AI-powered global HR agent, can answer your toughest compliance questions across 50 countries — including the U.S. — and all 50 U.S. states. Reduce your reliance on outside counsel and cut the time and cost of compliance by up to 95% with Gia.​​ 

Here are five things to know about hiring in the U.S.:​​ 

1. At-will employment and termination​​ 

Most U.S. states have at-will employment for private sector, non-union employees. Employers can terminate employees at any time, for any legal reason, or no reason at all. Employees cannot be terminated as retaliation or for protected reasons. Contracts, collective bargaining agreements, workplace policies, and state regulations may have additional policies for compliant termination.​​ 

Notice and severance pay aren't legally required in most cases, though many employers provide them as a courtesy or for higher-level roles. Sometimes, federal WARN and mini-WARN laws require that employees be notified about upcoming major layoffs or job site closings. Other exceptions include employment contract terms, company policies, or collective bargaining agreements. There are also state-specific requirements in New Jersey and Maine.​​ 

At-will employees can leave their jobs at any time, for any reason, without legal penalty. However, in some cases, there may be a required notice period, repayments, confidentiality agreements, or other obligations.​​ 

Employment contracts aren't standard for most U.S. employees, except for executives or specialized positions. Most workers are hired without a formal contract. Public sector and unionized employees may have additional due process or just cause protections.​​ 

Montana is the only state that doesn't follow the at-will doctrine. After a 12-18 month probationary period, employees can only be terminated with good cause. Exceptions to at-will employment still apply, such as terminations that violate anti-discrimination laws, public policy, or an existing employment contract.​​ 

2. Libro paga e imposte​​ 

Employers have to add employees to payroll, withhold federal and usually state income taxes, and deposit these to the IRS and state or local tax agencies. Federal income tax withholding works on a bracketed system. For employees earning up to $184,500, both employers and employees contribute 6.2% of wages to social security for 2026. The maximum social security tax is $11,439 for each party.​​ 

Employees are subject to federal income tax withholding, which uses a bracketed system. Withholding is based on taxable wages, pay frequency, and W-4 forms. State income tax rates and brackets vary by state and are based on work location, residence, reciprocity agreements, and local rules. Some states have no income tax, while others have flat or progressive rates.​​ 

Employers and employees each contribute 1.45% to Medicare. For employees earning over USD 200,000, regardless of filing status, there is an additional 0.9% employee-only Medicare tax. There are additional thresholds based on income and filing status. There is no annual wage cap on Medicare contributions.​​ 

3. Standard working hours​​ 

The culturally standard workweek in the U.S. is 40 hours, spread across eight hours per day, five days per week. The Fair Labor Standards Act (FLSA) doesn't cap working hours or require an eight-hour workday. An FLSA workweek is defined by a 168-hour period, not seven consecutive 24-hour periods.​​ 

Alternative schedules in healthcare and other industries are common. Some companies offer shorter workweeks or part-time roles.​​ 

For overtime, the U.S. law distinguishes between exempt and nonexempt employees under the FLSA:​​ 

• Exempt employees, who meet certain duties tests, don't get overtime pay.​​ 
• Covered, nonexempt employees are entitled to overtime pay at 1.5 times their regular rate of pay after working 40 hours in a workweek. For example, an employee making USD 10 per hour would make USD 15 per hour in overtime.​​ 

State and local regulations can include additional overtime requirements, rules for meal and rest breaks, split-shift premiums, and more.​​ 

4. Employee benefits​​ 

There are no federal mandates for private-sector employers to provide paid vacation, paid sick leave, or paid parental leave. However, state and local laws may require employers to provide paid leave. There are also exceptions for federal contractors and under certain employment contracts and CBAs.​​ 

The Affordable Care Act (ACA) requires employers with 50 or more full-time employees or full-time equivalents in the prior calendar year to offer affordable, minimum essential health coverage. This coverage must be offered to at least 95% of eligible workers and their dependents. The ACA affordability threshold is 9.96%.​​ 

Smaller employers may be eligible for the Small Business Health Options Program (SHOP) and related tax credits. Employer-sponsored health insurance is a big part of compensation. Out-of-pocket annual healthcare costs for U.S. employees are currently among the highest in the world, averaging up to USD 14,885 per person.​​ 

The Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons, but only for employees at companies with 50 or more employees within 75 miles. Employees must also meet eligibility requirements, including 12 months of service and working 1,250 hours.​​ 

The U.S. has 11 federal holidays. Private employers aren't required by law to provide these days off or pay extra for work on holidays.​​ 

5. State and federal regulations​​ 

U.S. employment regulations are a blend of state and federal laws. For instance, federal law imposes a minimum wage, currently USD 7.25 per hour for covered, non-exempt employees. However, individual states can impose higher minimum wage laws if they choose, and rates may be different for tipped industries.​​ 

Federal law requires employees to prove they're eligible to work in the U.S. No matter what state they plan to work in, employees have to be prepared to show proof of identity and work verification documents.​​ 

2026 aspettative divergenti negli Stati Uniti​​ 

Stress levels are creeping up for employees in the U.S. Our research found that 70% of U.S. workers are concerned about job loss due to macroeconomic factors, and 64% are worried their skills won't cut it in an AI-powered workplace.​​ 

Circa il 55% dei dipendenti sta attivamente cercando o è propenso a cercare un nuovo lavoro nei prossimi sei mesi. Per le aziende che assumono negli Stati Uniti, la sicurezza del lavoro e lo sviluppo professionale sono fattori critici per la fidelizzazione e il reclutamento. Enfatizza la stabilità della tua azienda e costruisci solidi programmi di intelligenza artificiale per affrontare le paure dell'obsolescenza delle competenze.​​ 

Hiring models for global companies in the U.S.​​ 

There are a few options for expanding your business into the U.S., each with their own pros and cons. These options include:​​ 

• Direct employer registration: forming a U.S. entity or registering a non-national entity. You will independently manage payroll, tax withholding, statutory insurance, and federal, state, and local employer obligations.​​ 
• Datore di lavoro responsabile (Datore di lavoro di registrazione):​​  G-P EOR acts as the legal employer, handling administrative and payroll processes on behalf of your company, including contracts, withholding, contributions, and mandatory benefits. In the U.S., EOR rules and licensing vary by state. Clients can retain joint-employment, co-employment, or other obligations and liabilities.​​ 
• Subsidiary or branch: a subsidiary will function as a separate legal entity, while a branch will function as an extension of your parent company. Regulations for branch registration and subsidiary qualifications vary from state to state.​​ 
• Independent contractor: hiring independent contractors in the U.S. generally doesn't require establishing a local entity or branch. However, there are significant penalties for misclassified workers, so federal and state tests must be followed when hiring them. Hiring contractors may still trigger registration, nexus, reporting, or other liabilities.​​ 

I principali centri di assunzione negli Stati Uniti​​ 

Alcune città negli Stati Uniti sono note per settori particolari. Conoscere cosa ha da offrire ogni città ti permette di concentrare i tuoi sforzi di assunzione nel posto giusto e di coprire i ruoli più rapidamente.​​ 

I principali centri di talento negli Stati Uniti sono:​​ 

• New York City: the largest U.S. city and a global center for finance, technology, healthcare, media, and professional services.​​ 
• Los Angeles: a hub for entertainment, technology, healthcare, and global trade.​​ 
• Chicago: known for its finance, manufacturing, logistics, and healthcare sectors.​​ 
• Houston: a leader in energy, healthcare, aerospace, and manufacturing.​​ 
• Dallas-Fort Worth: a fast-growing region in technology, finance, and logistics.​​ 
• San Francisco Bay Area: the center of the tech industry, including San Francisco, San Jose, and Oakland.​​ 
• Atlanta: a big center for logistics, media, technology, and corporate headquarters.​​ 
• Boston: known for healthcare, education, biotechnology, and finance.​​ 
• Seattle: home to major employers like Amazon, Microsoft, and Boeing.​​ 
• Washington DC Metro Area: includes DC, Northern Virginia, and Maryland, and has strong government, tech, and consulting sectors.​​ 
• Miami: a gateway for global business, tourism, and finance.​​ 
• Austin: a fast-growing tech and innovation center.​​ 

Settori chiave negli Stati Uniti​​ 

Comprendere i principali settori degli Stati Uniti ti permette di fare riferimento a stipendi e benefit. Puoi utilizzare queste intuizioni per fare scelte intelligenti su dove investire e far crescere la tua forza lavoro.​​ 

I principali settori industriali negli Stati Uniti includono:​​ 

• Finance, insurance, and real estate: This industry is the largest GDP contributor in the U.S. This includes commercial banking (USD 1.42T), health insurance (USD 1.54T), property/casualty insurance, and commercial real estate market (USD 1.48T).​​ 
• Professional, scientific, and technical services: This industry includes legal, accounting, consulting, engineering, and architectural services.​​ 
• Healthcare and social assistance: The U.S. healthcare industry is one of the largest single industries by revenue globally. Hospitals and medical insurance generate trillions of dollars.​​ 
• Information Technology (IT): While only a portion of the overall service sector, the information sector (which includes software, data processing, and IT services) is important to every other industry.​​ 
• Energy and mining: The U.S. is the world's largest producer of petroleum and natural gas.​​ 

Costo dell'assunzione di un dipendente negli Stati Uniti​​ 

Whether you're hiring one employee or an entire team in the U.S., expenses are inevitable. Budget for the following:​​ 

• Costituzione dell'entità (a meno che tu non collabori con un datore di lavoro registrato)​​ 
• Annunci di lavoro​​ 
• Costo del lavoro per la valutazione del candidato​​ 
• Busti paga​​ 
• Tasse​​ 
• Retribuzioni​​ 
• Benefici​​ 
• Bonus​​ 
• Indennità​​ 
• Infortuni​​ 
• Viaggio​​ 

According to G-P Verified Sources from Gia, the employer burden rate in the U.S., which includes costs triggered on top of salaries, is approximately 7.65–10%.​​ 

Di cosa ha bisogno un'azienda per assumere dipendenti negli Stati Uniti?​​ 

Assicurati di coprire questi aspetti essenziali prima di espandere il tuo team negli Stati Uniti:​​ 

• Choose a hiring model.​​ 
• Archiviate i documenti di formazione.​​ 
• Richiedi un numero di identificazione del datore di lavoro (EIN).​​ 
• Registrati presso le autorità fiscali statali.​​ 
• Registrati per le tasse locali (alcune città/contee richiedono registrazioni aggiuntive).​​ 
• Istituire un sistema per calcolare, trattenere e inviare le imposte sul reddito federali e statali, la previdenza sociale e Medicare.​​ 
• Registrati all'assicurazione contro la disoccupazione.​​ 
• Register for workers' compensation insurance.​​ 
• Rediga lettere di offerta di conformità e contratti di lavoro.​​ 
• Sviluppa manuali e politiche dipendenti.​​ 
• Compila il Modulo I-9 per ogni candidato potenziale e conserva la documentazione.​​ 
• Segnala i nuovi assunti allo stato. La maggior parte degli stati richiede la segnalazione entro 20 giorni dall'assumere.​​ 

Setting up a U.S. subsidiary can take weeks or months. Use G-P EOR to hire full-time employees in the U.S. without setting up your own entity. Build your team in the U.S. at a lower cost and with peace of mind that you're doing so compliantly.​​ 

Passi per l'assunzione negli Stati Uniti.​​ 

The hiring process in the U.S. is similar to the one you're likely familiar with in your own country. The hiring process follows five basic steps: advertising the job, evaluating applications, interviewing candidates, sending job offers, and onboarding new employees.​​ 

1. Pubblicizza posti di lavoro disponibili​​ 

Create a detailed job description and define the role based on responsibilities and qualifications. Write a clear job description outlining duties, qualifications, and skills needed. Determine compensation and benefits. It's best practice to include an Equal Opportunity Employer (EOE) statement to signal your commitment to fair hiring.​​ 

Le leggi statali e locali possono richiedere la dichiarazione dell'intervallo salario negli annunci di lavoro (ad esempio, California, Colorado, New York, New Jersey a giugno 2025). Indeed e LinkedIn sono siti di lavoro popolari negli Stati Uniti.​​ 

2. Valuta le domande​​ 

Collect applications and review resumes. Screen candidates based on their qualifications, experience, and fit for the role. Employers with 15+ employees must provide reasonable accommodations to applicants with disabilities, such as accessible application formats or interpreters for interviews.​​ 

3. Intervista i candidati​​ 

Interview candidates who made it onto your shortlist. You can do these interviews in-person or virtually. Use structured, nondiscriminatory interview questions. Gia can help you create questions that follow anti-discrimination laws in the U.S., so you can find the best fit for the role while complying with local regulations.​​ 

4. Fare offerte di lavoro​​ 

Contact your chosen candidate to offer them a position with your company. Have the employee complete Form I-9 (work eligibility verification) and Form W-4 (tax withholding). Provide any state-required forms and notices. Report the new hire to the state's new hire registry (needed in all states, usually within 20 days).​​ 

5. Inserire i nuovi dipendenti​​ 

Now you can onboard new employees. Set up payroll and benefits. Provide orientation, your employee handbook, and required labor law posters.​​ 

If you're working with an EOR like G-P™, you won't have to worry about the administrative burden of onboarding. We'll streamline the process, so you can focus on training your new hire and integrating them into your company culture.​​ 

Assunzione di appaltatori negli Stati Uniti​​ 

Working with independent contractors in the U.S. can be a cost-effective way to test the market and build a presence, without the commitment of full-time employees. Contractors based in the U.S. understand local consumer behavior, rules, and business practices. They'll be ready to start working quickly with their own equipment and established work processes.​​ 

L'assunzione di lavoratori a contratto ti consente di adattare facilmente la tua forza lavoro in base alle tue esigenze aziendali, senza le complessità e i costi del lavoro.​​ 

Prima di stipulare un accordo con un lavoratore a contratto indipendente negli Stati Uniti, considera quanto segue:​​ 

1. Dipendenti vs. lavoratori a contratto indipendenti​​ 

It's important to classify workers correctly when hiring employees and independent contracts. A worker is classified as an employee when your company controls how, when, and where they work, assigns them ongoing duties, or supplies the tools they need. An independent contractor operates an independent business, controls their own work, uses their own equipment, and completes a defined project or service.​​ 

State and federal tests can differ when determining if a worker is a contractor or an employee. For legal classification, contract terms are not as important as the worker's level of control over their work and whether their services form a core part of your business.​​ 

Use G-P Contractor™ to hire and pay contractors in 190+ countries compliantly. Get peace of mind that your contractors are correctly classified with AI contract checks that deliver guidance on what to change.​​ 

2. Penali per errore di classificazione​​ 

Classificare qualcuno come lavoratore a contratto quando non lo è può comportare pene severe. Se si verifica un errore di classificazione , dovrai:​​ 

• Stipendi arretrati, straordinari e benefici dovuti al lavoratore classificato erroneamente.​​ 
• Pay unpaid payroll taxes, such as social security, Medicare, and unemployment insurance, plus interest and penalties.​​ 
• Affronta sanzioni aggiuntive a livello statale.​​ 

3. Come pagare i lavoratori a contratto​​ 

G-P Appaltatore elimina il processo disordinato e dispendioso di tempo di assunzione e pagamento di appaltatori internazionali. Puoi creare e emettere contratti e pagare gli appaltatori con pochi clic, il tutto garantendo un processo di conformità.​​ 

Assumi dipendenti e appaltatori negli Stati Uniti con G-P​​ 

La nostra Piattaforma™ Globale di Occupazione (Piattaforma di occupazione globale) e i suoi prodotti artificiali intelligenza, Employer of Record, Contractor e Gia, supportano le aziende nella costruzione e gestione di team globali.​​ 

G-P è il leader riconosciuto nell'occupazione globale con oltre un decennio di esperienza; il più grande team di esperti di Risorse umane, legali e di conformità; e una base di conoscenza proprietaria globale.​​ 

Make your expansion to the US easier with G-P. Contact us or book a demo today.​​ 

Domande frequenti​​