Specialized Employer of Record Services for the Logistics Industry
Expanding your logistics operations across regions? We make it easy. At HR Options, we help logistics companies streamline hiring and scale effectively. Our team provides standardized employer-of-record (EOR) services to meet the unique demands of the logistics industry, from growing startups to established global supply chains.
With years of experience and expertise, we can handle everything from employee onboarding and payroll to benefits administration and regulatory compliance. Whether you’re hiring drivers, warehouse staff, or remote logistics coordinators, we ensure full compliance with local, federal, and international employment laws.
Our platform offers real-time visibility into your workforce, whether you have a network of delivery drivers, warehouse teams, or hybrid staff. You can manage schedules, track payroll, and stay fully compliant while focusing on expanding your logistics business. Partner with us today to handle the HR complexities and expand your company with freedom!
Simplify Your Logistics Workforce Management with Expert HR Support
At HR Options, we handle the complete employment process so you can focus on optimizing your supply chain, expanding your reach, and delivering exceptional service. Our EOR experts meet the dynamic needs of logistics companies. Whether you’re hiring full-time drivers, warehouse teams, or remote logistics coordinators, we provide comprehensive HR solutions for all businesses, including:
- Onboarding
- Offboarding
- Payroll processing
- Tax management
- Benefits administration
- Managing employee relations
- Workforce tracking and scheduling
- Cross-border compliance (as needed)
- Complete employment cycle support
- Complete employment cycle support
Valuable Benefits That Support Your Logistics Workforce
A competitive benefits package plays a key role in retaining and motivating the people who keep your logistics operations moving. At HR Options, we work with logistics companies to design and manage benefits programs that reflect your business goals and meet the needs of your diverse workforce.
Whether you’re employing warehouse teams, delivery drivers, or remote logistics coordinators, we help create benefits plans that promote long-term engagement and operational stability. Based on your workforce structure and company objectives, your benefits package 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 Logistics Industry
Looking for reliable employer-of-record services for your logistics organization? Here’s some essential employment information we think you should know:
What Is the Minimum Wage Rate for Logistics Employees?
Minimum wage rates in the logistics industry depend on job type, location, and employment status. While many logistics roles, such as drivers, warehouse staff, and dispatchers, earn more than minimum wage, employers must follow federal, state, or provincial wage laws.
For example, the federal minimum wage in the United States is $7.25 per hour, but many states and cities require higher rates. The federal minimum wage in Canada is $17.75 per hour, with each province setting its own minimum.
What Is Considered Full-Time Employment in the Logistics Industry?
In the logistics industry, full-time employment generally refers to working between 35 and 40 hours per week. This standard may vary slightly depending on the employer, operational demands, or specific job role.
Full-time positions, such as warehouse coordinators, delivery drivers, or logistics managers, typically include structured schedules, long-term contracts, access to health insurance, paid time off, and retirement plans.
What Is Considered Part-Time Employment in the Logistics Industry?
Part-time employment typically involves working fewer than 30 hours per week. This threshold may vary based on company policy, role requirements, or regional labor laws. Employers often use part-time positions, such as warehouse assistants, route drivers, and inventory clerks, to manage seasonal demand, support specific delivery routes, or provide flexible staffing.
What Are Overtime Pay Rules for Logistics Employees?
Employers in the logistics industry manage overtime pay according to the Fair Labor Standards Act (FLSA) and applicable state or provincial laws. Non-exempt employees, such as warehouse workers, delivery drivers, and logistics support staff, must receive 1.5 times their regular hourly rate for every hour worked beyond 40 in a workweek. Depending on job duties and salary level, some supervisory or administrative roles may qualify as exempt.
How Long Does Onboarding Take in the Logistics Industry?
In the logistics industry, onboarding typically takes two to five business days after receiving all required employee documentation. If a new hire needs work eligibility verification or holds non-citizen status, the process may take additional days. At HR Options, we prioritize efficient onboarding to ensure your warehouse teams, drivers, and logistics staff are ready to start work without unnecessary delays.
What Is the Payroll Cycle for Employees in the Logistics Industry?
Most employers in the logistics industry follow a semi-monthly or bi-weekly payroll cycle to ensure consistent and timely payments. These cycles support in-house and field-based teams, whether full-time, part-time, or hourly. Many logistics companies issue payments on the 15th and last day of each month, ensuring employees receive proper compensation.
Details of New Hire Paperwork
Requirements for the Logistics Industry
Hiring in the logistics industry requires specific documentation to comply with labor laws and ensure a smooth onboarding process. Here are the essential forms and documents every employer should collect when bringing on a new team member in the United States:
Form W-4
Every new hire 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
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
New employees must complete Form I-9 to confirm their identity and legal authorization to work in the U.S. Employers must review and retain supporting documents as part of the verification process.
Workers’ Compensation Notice
Employers provide a written notice explaining the employee’s rights under workers’ compensation laws, including the process for reporting workplace injuries and details about coverage and available benefits.
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 covering your logistics company’s policies, safety protocols, work hours, delivery guidelines, and benefits overview.
List of Contacts
Document and track the distribution of uniforms, company equipment (e.g., delivery vehicle), mobile devices, system access credentials, and software tools relevant to the new hire's role.
Direct Deposit Authorization Form
To streamline payroll through direct deposit, collect banking details such as the employee’s bank name, account number, and routing number.
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
Employees must sign an NDA before accessing company systems or customer information to safeguard sensitive operational data, customer details, and delivery strategies.
Job Offer Letter
To confirm the employment terms, provide a formal offer letter stating the position title, start date, pay rate, work schedule, and benefits.
Employment Taxes in the Logistics Industry
Employment taxes and statutory fees affect employees’ overall payroll. Here’s a clear breakdown of known taxes in the United States for the logistics 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 Logistics Industry
| Leaves Title | Law |
|---|---|
| Sick Leave | Logistics companies typically offer paid sick leave to promote employee health and minimize the spread of illness in the workforce. |
| Bereavement Leave | Employers grant 3–5 days of paid leave to employees dealing with the loss of an immediate family member, ensuring they have time to grieve and attend services. |
| Blood/Organ/Bone Marrow Donation Leave | Many logistics companies provide paid or unpaid leave for employees who donate blood, bone marrow, or organs to support critical medical needs. |
| Crime Victims' Leave | Employers offer leave for employees handling legal matters related to personal crimes or recovering emotionally from traumatic events. |
| Court Attendance/Witness Leave | Logistics employers allow unpaid leave for employees subpoenaed as witnesses or required to attend court hearings. |
| Domestic/Sexual Violence Victims' Leave | Many logistics employers offer leave provisions for employees facing domestic violence or abuse-related circumstances. |
| Election Officials' Leave | Companies offer time off for employees volunteering as election officials or poll workers to support civic duty. |
| Family and Medical Leave | Businesses with 50+ employees provide up to 12 weeks of unpaid, job-protected leave for serious health issues, childbirth, or caregiving responsibilities. |
| Family Military Leave | Employers support employees with family members in the military by offering unpaid leave for military-related needs, such as deployment. |
| Jury Duty Leave | Logistics companies allow employees to serve on juries without penalty, and some may offer paid time off during jury service. |
| Legislative/Political Leave | Employers grant unpaid leave for employees participating in legislative duties or political campaigns. |
| School Activities/Visitation Leave | Employers comply with federal and state regulations, offering unpaid leave for active duty or military training without retaliation. |
| School Activities/Visitation Leave | Companies offer flexible scheduling or paid leave for parents attending school meetings or emergency activities related to their children. |
| Volunteer Emergency Responder Leave | Employers provide unpaid leave for employees who serve as volunteer firefighters, EMTs, or other emergency responders to support public safety. |
| Voting Leave | Companies offer paid or unpaid time off to vote, especially if work hours conflict with polling times. |
| Public Health Emergency Leave | Employers follow local and federal health guidelines by offering leave for quarantine, isolation, or recovery due to public health emergencies like contagious illnesses. |
| Mental Health / Wellness Leave | Many logistics employers offer additional paid or unpaid days off for mental health to help employees recharge and avoid burnout. |
| PTO (Paid Time Off) | Most logistics companies offer a flexible PTO policy that combines vacation, personal, and sick days, encouraging employees to take time off as needed. |
Comprehensive Employment Termination Details
Probation Period
Logistics companies often use a probation period of 3 to 6 months to evaluate new hires. During this time, managers assess performance, reliability, and fit within the company's logistics operational environment. Employees can also determine if the job meets their expectations and career goals.
Termination Process
Employers follow a structured termination process to minimize legal risk. HR teams document performance issues, communicate concerns early, and allow employees to improve. If termination is necessary, managers hold formal meetings, provide clear explanations, and offer written documentation. Companies must adhere to anti-discrimination laws and internal policies throughout the process.
Notice Period
Logistics employees typically give two to four weeks' notice when resigning. This notice allows time for the transition of responsibilities and knowledge transfer. If the employment contract includes a specific notice period, both parties must adhere to it.
Severance and Final Pay
Logistics companies offer severance pay only if specified in employment contracts or internal policies. HR processes the final paycheck, including unused vacation or paid time off (PTO), as per company policy. Employers may offer extended benefits or support in layoff situations to assist with the transition.
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 Logistics Company?
In the United States, each state has its own labor laws alongside federal employment regulations. Logistics companies must stay compliant to protect their workforce and mitigate legal risks. HR Options helps logistics employers understand and apply the laws governing the logistics and transportation industry. Below is a summary of key employment laws that affect logistics businesses:
| Law | Applies To | Description |
|---|---|---|
| Human Rights Act | Employers with 15+ employees | This law prohibits hiring, promotion, and termination discrimination based on race, religion, age, disability, gender, and other protected statuses. |
| Equal Pay Act | All employers | Employers must pay men and women equally for performing similar work, except for seniority, merit, or performance-based systems. |
| Minimum Wage Law | All employers | Sets minimum wage rates that logistics employers must follow. Rates vary based on location, job roles (e.g., drivers, warehouse workers), and the employer's size. |
| Overtime Pay Law | All employers | Logistics companies must pay non-exempt employees 1.5 times their regular rate for hours worked over 40 a week. Exempt status depends on job duties and salary. |
| Wage Payment Law | All employers | State law requires employers to pay wages on time, including bonuses, commissions, and PTO payouts. |
| Final Paychecks | All employers | Employers must issue the final paycheck by the next regular payday or earlier, depending on state law and the reason for separation (e.g., resignation, termination). |
| Voting Leave Law | All employers | Employers must offer paid or unpaid time off for employees to vote when work schedules conflict with polling hours. |
| Workers' Compensation Law | Employers with 1+ employees | Provides benefits such as medical care and wage replacement for employees injured or ill due to work-related causes, including accidents during deliveries or in warehouses. |
| Family Medical Leave Act (FMLA) | Employers with 50+ employees | Employers must provide up to 12 weeks of unpaid, job-protected leave for qualified medical and family events such as serious illness, childbirth, or caregiving responsibilities. |
| Meal Breaks Law | Employers with non-exempt employees | Employers must provide meal breaks (usually at least 20 minutes) for employees working six or more hours per day. |
| Occupational Safety and Health Act (OSHA) | All employers | Employers must maintain a safe workplace, including safety protocols for warehouse environments, handling equipment, and compliance with transportation regulations. |
| Clean Indoor Air Act | All employers | To promote a healthier work environment, it prohibits smoking in enclosed workplaces, including warehouses, offices, and delivery vehicles. |
| Paid Time Off (PTO) / Vacation Leave | Employers (by company policy) | Employers establish PTO policies, including accrual, rollover, and usage rules. Companies must communicate these policies to all employees, particularly in field-based roles. |
| Termination Law | All employers | Employers must follow lawful termination procedures, document reasons, and avoid discriminatory or retaliatory practices during layoffs or employee separations. |
| Whistleblower Protection Law | All employers | Protects employees who report workplace violations, unsafe practices, or unethical behavior from retaliation or disciplinary action. |
| Background Check Law | Employers in regulated sectors | Employers must follow the Fair Credit Reporting Act (FCRA) when conducting background checks on employees for roles involving safety-sensitive positions such as drivers or warehouse supervisors. |
| Social Media Law | All employers | Employers cannot ask for access to employees' personal social media accounts or track their social media activity outside of work hours, ensuring employees' digital privacy. |
Ready to Scale Your Logistics Team with Confidence?
Partner with our EOR specialists to hire top talent in the logistics industry, optimize operations, and scale smartly!