Reviewed by Joanne M. Farquharson · Last reviewed: October 19, 2026
This article is for general information only and does not constitute legal, tax, or HR advice. Consult a qualified professional for your situation.
Introduction
The American market beckons; it’s a land of opportunity ripe for foreign-owned businesses to flourish. Yet, the complexities of US employment regulations can quickly turn that excitement into a tangled web of worry. Payroll taxes, benefits, and equity arrangements – the list goes on, and each demands valuable time and local knowledge. But what if there were a way to confidently navigate these hurdles, freeing you to focus on what truly matters: growing your business?
Enter PEO – Professional Employer Organization. PEOs provide turn-key outsourced HR, managing critical payroll, benefits, and compliance functions for hundreds of thousands of businesses with a US entity. For over 60 years, PEOs have been a model of hiring efficiency in the US and have steadily increased in uptake as employment regulations across the 50 states become more complex and risky.
PEO+ is an modern solution from Foothold America designed to meet the unique needs of foreign-owned businesses landing, expanding, and scaling in the US.
PEO+ Cross-Border Support™ enhances the traditional PEO remit by offering a full suite of HR services, supplemental administrative support, and local knowledge that simplifies HR, saves time, and ensures compliance. Most importantly, it protects foreign-owned businesses from knowledge gaps, costly mistakes, and an overstretched HR team.
Here’s how PEO+ empowers you to conquer the US market with confidence.
1. Acquire Top US Talent with Confidence:
Crafting full benefits is crucial for attracting and retaining top US talent. Knowing you’re offering impeccable benefits promotes confidence and success in candidate acquisition. However, navigating equity arrangements, deciding employer benefit contributions, and ensuring competitive leave plans ineffectively can derail the recruitment efforts of vital hires. With PEO+, we help you skillfully navigate these decisions so you can offer a compensation package that stands out to US job seekers. Our PEO+ team guides you through all of it, saving you valuable time and resources.
2. Top-notch Onboarding:
While traditional PEOs manage many tasks, onboarding isn’t one of them. With PEO+, the onboarding process becomes a breeze. Our dedicated team crafts a bespoke onboarding process with you, artfully melding your company culture with US best practices. This includes state-specific offer letters, right-to-work documentation, and employee income tax submissions, culminating in a smooth transition for your new team members. A positive onboarding experience is critical for retention, because poor onboarding is a common reason new hires leave within their first year.
3. Cross Border Support™ – Your Advantage:
Expanding into a new market entails navigating cultural differences and hours of timezones. Misunderstandings and delays can arise quickly, negatively impacting your US team’s productivity and morale. PEO+ presents a unique advantage: Cross Border Support™. Our dedicated HR and Client Service teams strategically located in the US, UK, and Europe bridge the gaps with their broad understanding of HR across many countries. We understand the nuances of international business, fostering a smooth and collaborative work environment for your entire team.
4. Compliance Assured:
US employment regulations can be a labyrinth, with new twists and turns appearing around every corner. Staying compliant in-house requires a dedicated HR team with deep knowledge of the ‘alphabet soup’ of US employment law – ACA*, ADA*, ADEA*, EEOC*, FLSA*, and FMLA*, to name a few. PEO+ eliminates this burden. Our compliance promise protects you from missteps that can be costly, as a 2013 EEOC disability case showed with a $240M jury award, later reduced under statutory caps.
* ACA (Affordable Care Act)
- Healthcare.gov: This is the official website for obtaining health insurance through the ACA marketplaces.
*ADA (Americans with Disabilities Act)
- ADA.gov: The official website for information about the ADA.
- Link: https://www.ada.gov/
*ADEA (Age Discrimination in Employment Act)
- EEOC website: While there isn’t a specific ADEA website, the EEOC enforces the ADEA. You can find information about age discrimination on their website.
- Link: https://www.eeoc.gov/
*EEOC (Equal Employment Opportunity Commission)
- EEOC website: The official website for the EEOC.
- Link: https://www.eeoc.gov/
*FLSA (Fair Labor Standards Act)
- U.S. Department of Labor: Information on the FLSA can be found on the Department of Labor’s website.
*FMLA (Family and Medical Leave Act)
- U.S. Department of Labor: Information on the FMLA can also be found on the Department of Labor’s website.
5. Expert Guidance Throughout Your Journey:
Onboarding your first employee may be the beginning of your journey. Your US workforce will grow as you succeed, meaning your employee operations need to evolve. Foothold America has helped thousands of international companies land, expand, and scale in the US. In challenging times, they may downsize before growing again. Your dedicated HR & Client Service Manager, supported by our expert teams, is by your side to make the tough decisions compliantly and smoothly to navigate people operation changes.
How do you navigate cultural differences in the workplace? How do you merge your home country’s employment policies with US regulations? With extensive US and international HR experience, our team offers expert advice on complex issues, ensuring a smooth transition for your business. This could be anything from crafting compliant employee handbooks to developing effective HR strategies and policies for your US workforce. Knowing you have a trusted partner gives you peace of mind.
Ready to Win the US Market?
Don’t let US employment complexity hold you back. Contact Foothold America today to learn how PEO+ can simplify your HR, save time, and empower you to focus on achieving your US expansion goals. Let PEO+ be your key to unlocking success in the American market.
Laurie Spicer
UK Based
Over 25 years experience doing business in North American, European, and Asian markets with a primary focus and specialism on the complexity of the US market.
Frequently Asked Questions
How does a PEO save time on US HR?
By taking over the routine work. A PEO runs payroll, files payroll taxes, administers benefits and keeps HR records up to date. That frees your managers to focus on growth instead of paperwork. With Foothold America’s PEO+, you also get a dedicated HR and Client Service manager to answer questions as they come up.
Which HR tasks can a PEO handle for my US team?
Most day-to-day HR administration. That includes payroll, payroll tax filings, benefits enrolment, onboarding paperwork and keeping policies in line with state rules. You still decide who to hire, what to pay and how the work is done. The PEO handles the administration behind those decisions so nothing slips through the cracks.
Does a PEO file US payroll taxes for my company?
Yes. A PEO calculates, withholds and pays federal and state payroll taxes and files the related returns. That includes Social Security, Medicare and unemployment taxes. Registering in each state where you employ people is part of the setup. Your company stays responsible for having a US entity and an Employer Identification Number.
Can a PEO help with onboarding new US employees?
Yes. A PEO handles the onboarding paperwork, including tax forms, Form I-9 checks and benefits enrolment, so new hires are set up correctly from day one. It can also provide offer letter templates and handbook policies. A smooth start helps new employees settle in faster and lowers the risk of early turnover.
How does a PEO help keep my US business compliant?
It tracks the rules for you. US employment law changes often at federal, state and city level, from minimum wages to paid sick leave. A PEO updates payroll and policies when the rules change and flags risks early. Foothold America’s PEO+ also includes regular compliance audits for your US team.
Will my employees notice a difference with a PEO?
Mostly in a good way. They keep working for you, but they get access to large-employer benefit plans and a clear point of contact for payroll and HR questions. Payslips, benefits and leave requests run through one system. Most employees see it as a better experience rather than a change in who they work for.
