Contact for pricing🇺🇸🇨🇦🇫🇷
Major global payroll and HCM provider with the ADP Assist AI copilot for payroll anomalies, compliance and analytics.
Global employment (EOR) in the United States
4 tools for global employment (EOR) are among the strongest in the United States: home market, a large share of customers or revenue, local data centers or many named customers. 1 more are available there.
All global employment (EOR) tools · All AI tools for HR in the United States
How results are ranked: How we review
Strong in the United States (4)
Strong means the markets where a tool is strongest: home market, customer or revenue share, market leadership, local data centers or many local customers. It is not a statement about data protection. How we review
Per employee🇺🇸🇬🇧🇨🇦and 3 more countries
Global EOR and payroll platform with AI Workforce agents for hiring, onboarding, payroll checks and visa assessment.
Per employee🇺🇸
Global payroll and EOR platform with AI-powered variance detection and real-time cost dashboards for more than 180 countries.
Per employee🇺🇸
Global EOR and payroll platform with AI support for HR automations, approvals and misclassification risk.
Available internationally (1)
From $29 per employee/month · Free trialAvailable internationally
Global EOR platform with employer of record hiring in more than 120 countries and the Oyster AI chatbot answering questions on local employment law.
What HR teams in the United States should know
- No federal employee privacy law, a state patchwork instead. The United States has no single federal law covering employee personal data. California is the only state whose comprehensive privacy law, the CCPA as expanded by the CPRA, covers employees and job applicants the same way it covers consumers, a rule in force since January 1, 2023. California's privacy regulator opened rulemaking specific to employee data in April 2026. California Privacy Protection Agency, National Law Review · as of September 2026
- NYC requires bias audits for AI hiring tools. New York City's Local Law 144 has required, since July 2023, that employers using an automated employment decision tool for hiring or promotion get an independent bias audit done within the past year and publish a summary of the results. A December 2025 audit by the New York State Comptroller found enforcement weak, and law firms expect tighter enforcement through 2026. Local Law 144, NYC Department of Consumer and Worker Protection · as of September 2026
- Illinois bans discriminatory AI in employment decisions. Illinois HB 3773, in effect since January 1, 2026, amends the Human Rights Act to ban employer use of AI that discriminates based on a protected class, including indirect discrimination through proxies like zip codes, regardless of intent. Illinois separately requires notice and consent before using AI to analyze video job interviews. Illinois HB 3773, Seyfarth Shaw · as of September 2026
- Colorado replaced its AI Act, new rules from January 2027. Colorado passed the first broad US state AI law in 2024, aimed partly at AI in hiring, then postponed it twice. SB26-189, signed May 14, 2026, repeals and reenacts those rules: from January 1, 2027, employers must give notice when automated decision tools materially influence employment decisions, explain adverse outcomes and allow meaningful human review, but no longer run impact assessments. Colorado General Assembly, SB26-189 · as of September 2026
General information with sources, not legal advice.