Before the start date
- Register for state income tax withholding (if the state has income tax)
- Register for state unemployment insurance
- Extend workers' compensation coverage to the state
- Check local taxes (e.g., Pennsylvania local EIT, some Ohio and New York cities)
- Confirm the offer letter and agreements are valid in that state (e.g., non-competes are void in California)
At hire
- State new-hire reporting
- State-required notices and pay notices (e.g., New York's pay notice at hire)
- State disability or paid family leave program enrollment where it exists
Ongoing
- Paid sick leave accrual rules for the state and city
- Minimum wage and exempt-salary thresholds for the state
- Required harassment training where mandated
- Expense reimbursement where state law requires it
- Salary ranges in job postings where required (CA, CO, WA, NY, IL, MD, MN, NJ, MA, VT, HI, DC as of 2026)
- Final-pay timing for terminations and resignations
General information, current as of 2026-10-12. Employment law changes often and varies by state and city. This is not legal advice; confirm specifics with employment counsel.
Frequently asked questions
Can an employer of record (EOR) handle this for us?
Yes, an EOR or PEO can take on registrations and payroll compliance, at a per-employee cost. Many startups use an EOR for international hires and register directly in U.S. states.