Top-Grade Employer of Record Services for the Manufacturing Industry
Looking to expand your manufacturing workforce without the burden of payroll, compliance, or HR administration? HR Options has you covered. Our team offers specialized employer of record (EOR) services to meet the operational and regulatory demands of the manufacturing sector, from small-scale operations to large industrial enterprises.
We handle everything from employee onboarding and payroll processing to labor law compliance and benefits administration. Whether you’re scaling up production, opening a new facility, onboarding skilled tradespeople, or hiring across multiple states, we ensure compliance with all federal, state, and industry-specific regulations.
Our easy-to-use platform gives you full visibility into your workforce and helps streamline payroll, contracts, and the management of both remote and on-site teams. Get in touch today to build a reliable, efficient, and compliant manufacturing workforce without the HR headaches.
Simplify Manufacturing Workforce Management with Dedicated HR Solutions
Managing a growing manufacturing workforce shouldn’t slow down your production goals. At HR Options, we streamline the entire employment process so you can focus on operations, output, and quality control. Whether you’re a local manufacturer or a multi-state operation, we provide scalable HR support that keeps your workforce compliant and productive. Our end-to-end HR services include:
- Onboarding
- Offboarding
- Payroll processing
- Tax compliance
- Benefits administration
- Managing employee relations
- Labor law and OSHA compliance
- Timesheet and project-based tracking
- Scalable solutions for every phase
Valuable Benefits for Your Manufacturing Workforce
In manufacturing, it’s important to keep skilled workers happy and motivated, and a strong benefits package can make all the difference. At HR Options, we help manufacturing companies create benefit plans that meet legal requirements and make employees feel valued and supported.
Whether you’re hiring full-time plant workers, machine operators, or seasonal staff, we’ll help you create a benefits plan that fits your team’s needs. 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 Manufacturing Industry
Looking for reliable employer-of-record services for your manufacturing organization? Here’s some essential employment information we think you should know:
What is the Minimum Wage Rate for Manufacturing Employees?
Minimum wage rates in the manufacturing industry depend on location and the size of the company. Most entry-level roles, such as general laborers or production assistants, follow federal minimum wage laws. However, skilled positions like CNC operators or quality control technicians usually earn higher hourly wages.
For example, the federal minimum wage in the United States is $7.25 per hour, though many states and cities have set higher rates. The federal minimum wage in Canada currently stands at $17.75 per hour, with variations across provinces.
For example, the federal minimum wage in the United States is $7.25 per hour, though many states and cities have set higher rates. The federal minimum wage in Canada currently stands at $17.75 per hour, with variations across provinces.
What Is Considered Full-Time Employment in the Manufacturing Industry?
In the manufacturing industry, full-time employees usually work between 35 and 40 hours per week. However, work hours vary depending on the employer’s policies and shift requirements. Some companies may define full-time status based on production demands or union agreements.
Manufacturing employees should check their company’s policies to understand how full-time status affects their schedule, benefits, and pay structure. Knowing these details helps workers plan their time and understand their rights on the job.
What Is Considered Part-Time Employment in the Manufacturing Industry?
Part-time employees typically work fewer than 30 hours per week in the manufacturing industry. No universal legal definition exists, so each employer sets their own criteria based on production needs and staffing goals.
Many part-time manufacturing employees may not receive full benefits like health insurance or retirement plans. However, some employers offer flexible hours, shift preferences, or pro-rated benefits to attract skilled workers.
Manufacturing employees should check their company’s policies to understand how full-time status affects their schedule, benefits, and pay structure. Knowing these details helps workers plan their time and understand their rights on the job.
What Are Overtime Pay Rules in the Manufacturing Industry?
The Fair Labor Standards Act (FLSA) sets the rules for overtime pay in the manufacturing industry. Employees earn 1.5 times their regular hourly rate for every hour worked beyond 40 hours in a workweek. Employers must track hours accurately and pay eligible employees according to these guidelines.
Depending on job duties and classification, some manufacturing positions, such as certain supervisory or administrative roles, may not qualify for overtime pay. Employees should review their job status and company policies to understand their overtime eligibility.
Many part-time manufacturing employees may not receive full benefits like health insurance or retirement plans. However, some employers offer flexible hours, shift preferences, or pro-rated benefits to attract skilled workers.
How Long Does Onboarding Take in the Manufacturing Industry?
Employee onboarding usually takes two to five business days after submitting all required information. This process may take three more days for non-citizens or employees needing work eligibility verification. Our manufacturing EOR experts focus on making onboarding fast and efficient so your team can start working without delay.
Depending on job duties and classification, some manufacturing positions, such as certain supervisory or administrative roles, may not qualify for overtime pay. Employees should review their job status and company policies to understand their overtime eligibility.
What is the Payroll Cycle in the Manufacturing Industry?
Most manufacturing 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 production and efficiency.
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 Manufacturing Industry
Hiring new employees in the manufacturing industry requires collecting essential documents to meet legal requirements and ensure a smooth onboarding process. In the United States, employers must gather the following:
Form W-4
Every new hire completes and signs IRS Form W-4 before starting work. This form helps calculate the correct federal income tax withholding.
State Withholding Form
Manufacturing 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 includes 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
Provide a handbook that outlines your company’s safety protocols, policies, expectations, and available benefits.
List of Contacts
Share contact details for HR, supervisors, safety managers, and plant leads so employees know where to turn for help.
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 manufacturing 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 Manufacturing Industry
Employment taxes and statutory fees affect employees’ overall payroll. Here’s a clear breakdown of known taxes in the United States for the manufacturing 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 Manufacturing Industry
| Leaves Title | Law |
|---|---|
| Sick Leave | Manufacturing companies provide paid or unpaid sick leave to help workers recover and reduce the spread of illness on the production floor. |
| 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 | Manufacturing employers may allow time off for employees handling legal or recovery matters after experiencing a crime. |
| Court Attendance/Witness Leave | Employers typically give unpaid time off to workers who need 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 | Companies support civic duty by offering time off to employees serving as poll workers or election officials. |
| Family and Medical Leave | Manufacturing 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 allow time off to help workers manage responsibilities during a family member’s military deployment. |
| Jury Duty Leave | Companies allow leave for jury service and ensure no penalties for fulfilling civic responsibilities. |
| Legislative/Political Leave | Some employers offer leave to employees involved in legislative activities or political duties. |
| Military Service/Veterans' Leave | Manufacturers follow federal law by offering leave for military training, active duty, and reintegration support. |
| School Activities/Visitation Leave | Employers give working parents time off to attend school meetings or activities, or handle child-related 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 organizations offer flexible time off so employees can vote during elections, especially if work hours conflict with polling times. |
Comprehensive Employment Termination Details
Probation Period
Manufacturing companies usually set a probation period of 3 to 6 months for new hires. During this time, supervisors assess job performance, productivity, safety awareness, and adaptability to shift-based work environments.
Termination Process
Employers in the manufacturing sector follow a structured termination process. They document performance or conduct issues, provide written warnings or improvement plans, and ensure all actions comply with labor laws. At HR Options, our manufacturing EOR specialists help maintain fairness and reduce legal risks.
Notice Period
Manufacturing employees often give two weeks' notice when resigning, although no federal law requires it. Employers may also set notice requirements in offer letters or employee handbooks to support smooth handovers and production planning.
Severance and Final Pay
Severance pay is generally provided only if specified in employment contracts or company policies. 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 Manufacturing 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 employ of record 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 manufacturing business:
| Law | Applies To | Description |
|---|---|---|
| Human Rights Act | Employers with 12+ employees | 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 manufacturing business: |
| 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 manufacturing companies must follow, varying by location and employment type. |
| Overtime Pay Law | All employers | Companies must pay non-exempt 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 manufacturing employees according to the pay schedule and contract. |
| Final Paychecks | All employers | When employees leave the organization, manufacturing employers must issue final wages by the next payday. |
| Voting Leave Law | All employers | Requires 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 employees injured while working in different departments. |
| Meal Breaks Law | Employers with non-exempt employees | Companies must 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 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 manufacturing employers to maintain safe environments, addressing chemical, mechanical, 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) | Allows manufacturing organizations to create and manage paid time off or vacation policies based on internal standards. |
| Termination Law | All employers | Employers must follow clear, fair procedures when ending employment to comply with labor and anti-discrimination laws. |
| Whistleblower Protection Law | All employers | Protects employees who report workplace safety violations, unethical practices, or compliance issues from employer retaliation. |
| Background Check Law | Employers in regulated sectors | This law requires manufacturing 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 companies from demanding access to employees' personal social media accounts and protects digital privacy. |
Ready to Hire Top Talent for Your Manufacturing Company?
Partner with our EOR experts to simplify hiring, stay compliant, and build a strong workforce that helps scale your manufacturing organization!