The Most Reliable Employer-of-Record Services for the Engineering Industry
Want to hire top engineering talent without the burden of payroll, legal compliance, and HR tasks? You’re in the right place. HR Options offers specialized employer-of-record (EOR) services to meet the fast-paced and highly technical needs of the engineering industry.
From civil and mechanical to electrical and software engineering disciplines, our team understands the complexities of hiring in this field. With years of industry experience and expert knowledge of employment laws and workforce regulations, we help you stay compliant and reduce legal and operational risks.
Our user-friendly platform provides real-time updates and transparent reporting to let you make data-driven decisions as your team scales. Focus on engineering groundbreaking solutions; we’ll handle the rest. Contact us today to streamline your workforce and power your next big project.
Simplify Workforce Management with Expert HR Solutions
Managing hiring and workforce logistics in engineering can be complicated, but that’s where we come in. Our employ of record service providers support the dynamic needs of engineering firms, contractors, and technical teams. Whether you’re scaling up for a large infrastructure project or building a long-term innovation team, we handle the full employment lifecycle so that you can focus on execution, deadlines, and design. Our comprehensive EOR services include:
- Onboarding
- Offboarding
- Payroll processing
- Tax compliance
- Timesheet tracking
- Forms handling
- Employee relations and HR support
- Ongoing workforce administration
Valuable Benefits for Employees in the Engineering Industry
Engineers are the minds that support your engineering success, and retaining top talent requires offering more than just a paycheck. At HR Options, we collaborate with your team to develop custom plans that align with your organizational goals. From entry-level engineers to senior project leads, our benefits help you build a motivated workforce ready to take on complex challenges.
Depending on your company’s policies, our benefits packages may include:
- Life Insurance
- Medical Insurance
- Vision Insurance
- Dental Insurance
- Long-Term Disability Insurance (LTD)
- Health Savings Account (HSA)
- Flexible Spending Account (FSA)
- Pension or Retirement Plans
Essential Employment Information for the Engineering Industry
Looking for dependable Employer of Record services in the engineering field? Here’s some key employment information that you should keep in mind when managing staff:
What Is the Minimum Wage Rate in the Engineering Industry?
In the engineering industry, wages typically exceed the legal minimum wage due to the specialized skills, education, and certifications required. For example, while the U.S. federal minimum wage is $7.25/hour and Canada’s federal minimum wage averages around $17.75/hour, engineering roles usually command higher pay. Positions such as civil, mechanical, and electrical engineers and technical specialists receive compensation that reflects their skills, education, and responsibilities.
What Is Considered Full-Time Employment in the Engineering Industry?
In the engineering industry, full-time employment generally means working between 35 and 40 hours per week. However, the exact definition can vary depending on the employer, project requirements, and the specific engineering discipline.
Some engineering roles may require flexible schedules, shift rotations, or occasional overtime to meet critical milestones. Employers often define full-time status based on workload, contract terms, or team structures.
What Is Considered Part-Time Employment in the Engineering Industry?
Part-time employment in the engineering industry typically refers to working fewer than 30 hours per week. However, there is no universal legal standard, and individual employers often establish their own criteria based on project demands and workforce needs.
While part-time engineers may not always be eligible for the full range of benefits, many companies offer prorated benefits, flexible work schedules, or limited health coverage to attract and retain skilled technical professionals.
How Do Employees Get Paid Overtime in the Engineering Industry?
In engineering, overtime pay is typically calculated at 1.5 times the employee’s regular hourly rate for any hours worked beyond the standard 40-hour workweek. However, certain engineering roles may not qualify for overtime pay. Engineering professionals must review their employer’s specific overtime policies and employment agreements to understand how additional hours are compensated.
How Long Does Onboarding Take in the Engineering Industry?
Once all required documents and credentials are received, engineering onboarding typically takes 2 to 5 business days. Additional steps such as professional license verification, background checks, and work eligibility screening may extend the process by up to 3 more days, especially for specialized or safety-sensitive roles. Our EOR specialists ensure a smooth, efficient, and compliant onboarding experience so that engineering professionals can begin contributing to projects as quickly as possible.
What Is the Payroll Cycle in the Engineering Industry?
In the engineering industry, payroll cycles typically follow a bi-weekly or semi-monthly schedule to ensure engineers and technical staff receive consistent and timely compensation. Employers often set pay dates based on project timelines, client billing cycles, or internal operations, commonly falling mid-month and at month-end
The second installment often includes applicable bonuses, commissions, or reimbursements. This structure helps retail businesses manage cash flow efficiently while supporting employees with predictable pay schedules.
Details of New Hire Paperwork
Requirements in the Engineering Industry
Hiring new employees in the engineering industry involves collecting specific documents to ensure compliance and a smooth onboarding process. Key paperwork includes:
Form W-4
Before starting, every new engineering employee must complete and sign the IRS form W-4, which determines the correct federal income tax withholding from their pay.
State Withholding Form
Employers collect the appropriate state tax withholding form to ensure accurate payroll deductions based on the employee’s jurisdiction.
Form I-9
All new hires must complete Form I-9 to verify identity and legal work eligibility. Employers review and retain supporting documents as part of this verification
Workers’ Compensation Notice
Engineering employers provide a written notice explaining workers’ compensation rights, including how to report workplace injuries and access benefits.
Professional Licenses and Certifications
New hires must submit valid engineering licenses, certifications, or credentials relevant to their discipline before commencing work.
Local Requirements
Follow additional paperwork requirements for new hires in Flagstaff.
Additional Recommended Documents
Employee Handbook
A comprehensive guide outlining workplace policies, code of conduct, safety protocols, and available benefits within the engineering firm.
List of Contacts
A contact sheet including supervisors, HR personnel, project managers, and safety officers for easy access to support.
Direct Deposit Authorization Form
This form collects banking details such as bank name, account number, and routing number to facilitate timely payroll via direct deposit.
Emergency Contact Form
Employers should collect contact information for a family member or close contact in case of emergencies involving the employee.
Confidentiality and Non-Disclosure Agreements
Include agreements to protect company intellectual property, proprietary information, and client confidentiality.
Job Offer Letter
A formal letter outlining the role, salary, work hours, start date, and applicable benefits to confirm the employment terms.
Employment Taxes in the Engineering Industry
Employment taxes and statutory fees affect engineering employees’ overall payroll. Here’s a clear breakdown of known taxes in the United States for the engineering 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 Medical Industry
| Leaves Title | Law |
|---|---|
| Sick Leave | Engineers may receive paid sick leave to recover from illness, care for sick family members, or manage health during public health emergencies. |
| Bereavement Leave | Engineering employers often allow eligible employees time off to grieve the loss of a family member, consistent with applicable family and medical leave laws. |
| Blood/Organ/Bone Marrow Donation Leave | Some engineering firms voluntarily provide leave for blood, bone marrow, or organ donation, although this is not legally required. |
| Crime Victims' Leave | Employers may grant leave to employees involved in legal proceedings as crime victims, even when not mandated by law. |
| Court Attendance/Witness Leave | Employers may grant leave to engineers who must appear in court as witnesses. |
| Domestic/Sexual Violence Victims' Leave | Employers support affected employees by offering protected leave to seek medical care, legal help, or relocation due to domestic violence, stalking, or sexual assault. |
| Election Officials' Leave | Engineering firms may allow employees to serve as election officials, even though the law doesn’t require it. |
| Family and Medical Leave | Eligible engineers can take unpaid leave to address serious health issues, care for a family member, or bond with a newborn or newly adopted child. |
| Family Military Leave | Employers often allow engineers to take time off for responsibilities related to a family member’s military deployment. |
| Jury Duty Leave | Employers must allow engineers to serve on a jury and protect their pay and benefits during that time. |
| Legislative/Political Leave | Companies may offer unpaid leave to engineers who participate in civic or political activities. |
| Military Service/Veterans' Leave | Employers must grant leave and job protection to engineers serving in the military or returning from active duty. |
| Pregnancy Disability Leave | Companies typically provide leave to support pregnancy-related health needs and recovery. |
| Volunteer Emergency Responder Leave | Some employers give leave to engineers who volunteer as EMTs, firefighters, or emergency responders. |
| Voting Leave | Employers should provide time off to vote when engineers’ work hours overlap with polling times. |
Comprehensive Employment Termination Details
Probation Period
Engineers generally give two weeks' notice before resigning. This notice allows teams to reassign tasks, manage project timelines, and maintain operational continuity with minimal disruption.
Termination Process
Engineering employers follow structured procedures when ending employment. They maintain clear documentation of performance concerns, offer feedback and support, and ensure compliance with labor laws to minimize legal risks and uphold fair treatment.
Notice Period
Most healthcare workers give two weeks' notice before resigning. This notice allows the medical team to adjust schedules, transfer patient care, and maintain workflow without disruption.
Severance and Final Pay
Employers should issue final paychecks promptly and include any accrued vacation or paid leave. If the employment agreement includes severance, companies honor those terms. Engineering firms prioritize respectful and lawful offboarding to support business operations and employee transitions.
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 Engineering Firm?
Engineering firms must comply with employment laws in the United States to ensure legal adherence and avoid penalties. Below is a summary of key regulations that may apply to your organization:
| Law | Applies To | Description |
|---|---|---|
| Human Rights Act | Employers with 12+ employees | This law prohibits discrimination based on race, religion, gender, disability, and other protected characteristics during hiring and throughout employment. |
| Equal Pay Act | All employers | Ensures male and female engineers receive equal pay for equal work, with exceptions for seniority, merit, or performance systems. |
| Minimum Wage Law | All employers | Requires fair minimum compensation for all workers, including those in support roles like clerical or janitorial staff. |
| Overtime Pay Law | All employers | Sets overtime pay at 1.5 times the regular rate for non-exempt employees working over 40 hours per week. |
| Final Paychecks | All employers | Depending on state law, terminated employees must receive all final wages by the next payday or sooner. |
| Voting Leave Law | All employers | Engineers must be granted reasonable time off to vote in elections without pay loss or retaliation. |
| Workers' Compensation Law | Employers with 1+ employees | Provides compensation for employees who suffer work-related injuries or illnesses. |
| Meal Breaks Law | Employers with non-exempt employees | Requires scheduled meal breaks during extended workdays, especially for drafting or manufacturing staff. |
| Occupational Safety and Health Act (OSHA) | All employers | This act requires firms to maintain a safe working environment, particularly in labs, manufacturing sites, and construction zones. |
| Clean Indoor Air Act | All employers | Prohibits indoor smoking to maintain air quality in engineering offices and workspaces. |
| Paid Time Off (PTO) / Vacation Leave | Employers (by company policy) | Allows companies to set policies for vacation, sick leave, and personal time for engineers and support staff. |
| Termination Law | All employers | Outlines fair and legal procedures for ending employment, including written notice and severance (where applicable). |
| Whistleblower Protection Law | All employers | Protects engineers who report safety violations, regulatory breaches, or unethical practices from retaliation. |
| Social Media Law | All employers | It prevents firms from requesting login credentials or accessing applicants' or employees' private social media accounts. |
Looking to Build a High-Performing Engineering Team?
Contact our HR specialists today for trusted EOR services and solutions to hire top talent and grow your business.