Expert-Level Employer of RecordServices for the Biotech Industry
Want to scale your biotech team without payroll, compliance, and administration challenges? HR Options makes it possible. Our experts offer specialized employer of record (EOR) services to support the complex needs of biotech companies, from early-stage startups to global enterprises.
We manage everything from employee onboarding and payroll to regulatory compliance and benefits administration. Whether you’re staffing up for clinical trials, launching a new lab facility, building your R&D team, or expanding internationally, we ensure you’re fully compliant with federal, state, and industry-specific regulations.
Our user-friendly platform provides real-time visibility into your workforce and supports seamless tracking of payroll, contracts, and remote or onsite team management. Contact us today to build a high-performing biotech team with speed, precision, and confidence!
Streamline Biotech Hiring with Dedicated HR Solution
Hiring and managing biotech talent shouldn’t slow down your innovation. At HR Options, we simplify the entire employment process so you can focus on research, development, and scientific discoveries. Our employer of record experts meet the unique demands of the biotech industry. From startups to global biotech firms, we provide scalable HR support that keeps your team compliant and productive. Our end-to-end HR services include:
- Onboarding
- Offboarding
- Payroll processing
- Tax compliance
- Benefits administration
- Managing employee relations
- Timesheet and project-based tracking
- Scalable solutions for every phase
Valuable Benefits for Your Biotech Workforce
In the biotech industry, where skilled talent is in high demand, offering a strong benefits package is necessary to attract and retain top professionals. At HR Options, we work with biotech companies to design benefits packages that align with organizational goals and support your scientific and technical workforce.
Whether you’re managing full-time lab staff, remote researchers, or project-based consultants, we’ll help you develop a benefits plan that keeps your team engaged and motivated. Depending on your business structure and priorities, a benefits package may include:
- Life Insurance
- Medical Insurance
- Vision Insurance
- Dental Insurance
- Long-Term Disability Insurance (LTD)
- Health Savings Accounts (HSA)
- Flexible Spending Accounts (FSA)
- Pension or Retirement Plans
Essential Employment Information for the Biotech Industry
Looking for reliable employer-of-record services for your biotech organization? Here’s some essential employment information we think you should know:
What is the Minimum Wage Rate for Biotech Employees?
Minimum wage requirements in the biotech industry can vary depending on your location and company size. While many roles follow federal or provincial minimum wage laws, specialized positions like lab technicians, research assistants, and scientists typically command higher wages. For example, the federal minimum wage in the United States is $7.25 per hour, while Canada’s federal minimum wage is $17.75 per hour.
What Is Considered Full-Time Employment in the Biotech Industry?
In the biotech industry, full-time employment typically means working between 35 and 40 hours per week, though this can vary by employer. Each company may define full-time status differently based on its policies. Biotech employees should review their company’s policies to understand how full-time status impacts their work hours, benefits, and compensation.
What Is Considered Part-Time Employment in the Biotech Industry?
Part-time employment means working fewer than 30 hours per week, though no universal legal definition exists. Employers often set their own criteria based on business needs and staffing demands. While part-time biotech employees may not always qualify for full health insurance or retirement benefits, many employers offer flexible schedules or pro-rated benefits to attract and keep valuable team members.
How Do Biotech Employees Get Paid Overtime?
In the biotech industry, overtime pay is typically governed by the federal Fair Labor Standards Act (FLSA). Under this act, biotech employees must be paid 1.5 times their regular hourly rate for any hours worked beyond 40 hours per week. However, some biotech positions may be exempt from overtime pay depending on the employee’s job duties or classification.
How Long Does Onboarding Take in the Biotech Industry?
Employee onboarding usually takes two to five business days after submitting all required information. For non-citizens or employees needing work eligibility verification, this process may take three or more days. Our biotech EOR experts focus on making onboarding fast and efficient so your team can start working without delay.
What is the Payroll Cycle in the Biotech Industry?
In the medical industry, payroll cycles commonly follow a bi-weekly or semi-monthly schedule to ensure staff receive timely and reliable pay. Healthcare employers often choose pay dates that fit their operational needs, such as mid-month and month-end payments. Bonuses, overtime, and any reimbursements are usually included in regular paychecks, but specific payroll practices can vary depending on the organization.
Most biotech companies pay employees semi-monthly or bi-weekly to keep things consistent and timely. Salaried staff are usually paid twice a month, while hourly or contract roles follow bi-weekly schedules. These pay cycles may also include bonuses or reimbursements. Hr Options handles the details to help your team focus on research and innovation.
Details of New Hire Paperwork
Requirements for the Biotech Industry
Hiring new employees in the biotech industry requires collecting specific documents to ensure compliance and a smooth onboarding process. In the United States, key paperwork includes:
Form W-4
Every new employee must complete and sign the IRS Form W-4 before their first day. This form determines the correct amount of federal income tax to withhold from their paycheck.
State Withholding Form
Biotech employers must collect the appropriate state income tax withholding form based on the employee’s location. This form ensures accurate payroll deductions and compliance with local tax laws.
Form I-9
All new hires must complete Form I-9 to verify their identity and eligibility to work in the United States. Employers must review and retain supporting documents as part of the verification process.
Workers’ Compensation Notice
Employers should provide a written notice explaining the employee’s rights under workers’ compensation laws. This notice should include instructions on reporting a workplace injury and what coverage and benefits are available.
Healthcare Licenses and Certifications
New hires must submit valid medical licenses and certifications relevant to their role before starting work.
Local Requirements
Follow additional paperwork requirements for new hires in Flagstaff.
Additional Recommended Documents
Employee Handbook
Share a comprehensive guide that outlines your biotech company’s policies, workplace expectations, dress code, procedures, and available benefits.
List of Contacts
Offer a contact sheet with names and numbers for supervisors, HR representatives, and store management, making it easy for new employees to get support when needed.
Direct Deposit Authorization Form
This form collects banking information such as the employee’s bank name, account number, and routing number to streamline payroll through direct deposit.
Emergency Contact Form
Request the contact details of someone to contact in case of emergencies involving the employee while on the job.
Confidentiality and Non-Disclosure Agreements
Use NDAs to safeguard sensitive biotech information for roles involving access to customer data, internal systems, or pricing strategies.
Job Offer Letter
To confirm employment terms, provide a formal offer letter stating the position title, start date, pay rate, work schedule, and applicable benefits.
Employment Taxes in the Biotech Industry
Employment taxes and statutory fees affect biotech employees’ overall payroll. Here’s a clear breakdown of known taxes in the United States for the biotech industry:
Employer Taxes
| Employment Tax | Tax Percentage |
|---|---|
| FICA (Medicare) | 1.45% |
| FICA (Social Security | 6.2% |
| State unemployment insurance tax (SUTA) | Varies by state |
| Federal unemployment insurance tax (FUTA) (charged on the first $7,000 earnings per year of an employee) | 6% |
Employee Taxes
| Tax Type | Tax Percentage |
|---|---|
| FICA (Medicare) | 1.45% |
| FICA (Social Security | 6.2% |
| State income tax | Varies by state |
| Federal income tax | 10% to 37% |
Important Leave Policies in the Biotech Industry
| Leaves Title | Law |
|---|---|
| Sick Leave | Biotech companies often offer paid or unpaid sick leave to promote employee health and maintain productivity in labs and offices. |
| Bereavement Leave | Employers grant leave to allow team members time to grieve and attend services after losing immediate family members. |
| Blood/Organ/Bone Marrow Donation Leave | Some companies support staff who donate blood, bone marrow, or organs by providing voluntary leave. |
| Crime Victims' Leave | Biotech employers may allow time off for employees handling legal or recovery matters after experiencing a crime. |
| Court Attendance/Witness Leave | Employers typically provide unpaid time off for employees required to attend court or serve as legal witnesses. |
| Domestic/Sexual Violence Victims' Leave | Many organizations include leave for employees dealing with domestic violence, helping them recover and stay safe. |
| Election Officials' Leave | Employers often support civic duty by allowing time off for staff serving as election officials or poll workers. |
| Family and Medical Leave | Biotech employees working at qualifying businesses (50+ employees) in the United States are eligible for up to 12 weeks of unpaid, job-protected leave under FMLA. |
| Family Military Leave | Employers provide time off for employees managing family responsibilities related to a loved one’s military deployment. |
| Jury Duty Leave | Biotech companies respect civic duties by allowing leave for jury service and ensuring no penalties for participation. |
| Legislative/Political Leave | Some employers offer leave to employees involved in legislative activities or political duties. |
| Military Service/Veterans' Leave | Employers honor federal law and allow leave for military training, active service, and reintegration support. |
| School Activities/Visitation Leave | Companies support working parents by allowing time off for school meetings, events, or child emergencies. |
| Volunteer Emergency Responder Leave | Employers encourage public service by granting leave to employees who volunteer as EMTs, firefighters, or emergency responders. |
| Voting Leave | Many biotech companies offer flexible time off so employees can vote during elections, especially if work hours conflict with polling times. |
| Public Health Emergency (Quarantine/Isolation) Leave | During public health crises, employers can provide leave for quarantine, isolation, or recovery, ensuring safety for all employees. |
Comprehensive Employment Termination Details
Probation Period
Biotech companies often set a probation period of 3 to 6 months for new hires. During this time, managers evaluate technical skills, research contributions, teamwork, and adaptability in high-pressure, results-driven environments like labs or field studies.
Termination Process
Biotech employers follow structured termination procedures to document issues, offer feedback, and ensure legal compliance. This approach protects against claims of discrimination or wrongful termination while respecting the complexity of scientific work.
Notice Period
There is no legal requirement for a notice period unless outlined in an employment contract or company policy. However, it is common for biotech employees to provide a two-week notice when resigning to help ensure a smooth transition.
Severance and Final Pay
Severance pay is generally provided only if specified in an employment contract or company policy. Employers must pay out unused vacation or paid time off (PTO) when an employee leaves the company to comply with labor regulations.
New Hire Reporting
Employers must report all new hires and rehires to the New York Department of Taxation & Finance within 20 days of the employee's start date. This report should include the employee’s full legal name, date of birth, address, start date, and social security number.
Local Requirements
Follow additional paperwork requirements for new hires in Flagstaff.
Which Laws Apply to Your Biotech Organization?
In the United States, each state has its own laws governing the relationship between employers and employees. Businesses must comply with these regulations to ensure security and avoid penalties. At HR Options, our EOR service providers help you navigate and adhere to state and federal employment laws that apply to your organization. Here are some of the key regulations that may affect your biotech business:
| Law | Applies To | Description |
|---|---|---|
| Human Rights Act | Employers with 12+ employees | This act prohibits discrimination based on protected traits such as race, religion, disability, color, origin, disability, and gender during hiring and employment in biotech settings. |
| Equal Pay Act | All employers | Requires equal pay for men and women performing similar work, with exceptions for seniority, merit, or performance systems. |
| Minimum Wage Law | All employers | Sets minimum wage rates that biotech companies must follow, varying by location and employment type (e.g., interns, lab assistants). |
| Overtime Pay Law | All employers | Companies must pay non-exempt biotech employees 1.5 times their regular wage for hours over 40 per week or 8 per day, depending on the state. |
| Wage Payment Law | All employers | Directs employers to issue accurate, on-time payments for biotech employees according to the pay schedule and contract. |
| Final Paychecks | All employers | When an employee leaves the organization, biotech employers must issue final wages by the next payday. |
| Voting Leave Law | All employers | Requires biotech employers to give reasonable paid time off for employees to vote when their work schedule conflicts with polling hours. |
| Workers' Compensation Law | Employers with 1+ employees | Provides medical benefits and wage replacement for biotech staff injured while working in labs or field sites. |
| Meal Breaks Law | Employers with non-exempt employees | It requires biotech companies to provide meal breaks (usually 30 minutes) for employees working over 6 hours, with extra consideration for minors. |
| Family Medical Leave Act (FMLA) | Employers with 50+ employees | Eligible biotech employees may take up to 12 weeks of unpaid, job-protected leave annually for serious health conditions, family care, or childbirth/adoption. |
| Occupational Safety and Health Act (OSHA) | All employers | Requires biotech employers to maintain safe laboratories and workplaces, addressing chemical, biological, and equipment hazards. |
| Clean Indoor Air Act | All employers | This act prohibits smoking in enclosed workplaces and public spaces to promote a safe and healthy work environment. |
| Paid Time Off (PTO) / Vacation Leave | Employers (by company policy) | Requires biotech employers to follow clear, fair procedures when ending employment to comply with labor and anti-discrimination laws. |
| Termination Law | All employers | Allows biotech organizations to create and manage paid time off or vacation policies based on internal standards. |
| Whistleblower Protection Law | All employers | Protects biotech employees who report safety violations, unethical research practices, or regulatory breaches from retaliation. |
| Background Check Law | Employers in regulated sectors | This law requires biotech firms to follow federal guidelines (like the FCRA) when conducting background checks for sensitive or research-critical positions. |
| Social Media Law | All employers | It prevents biotech companies from demanding access to employees' personal social media accounts and protects digital privacy. |
Want to Hire Top Talent for Your Biotech Company?
Partner with our EOR experts to simplify hiring, stay compliant, and build a strong workforce that helps you grow your biotech organization!