Hire in The United States

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Last updated at June 16, 2022
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Key Country Facts


The US is the third most-populous country in the world. It is characterized as a liberal democracy with a federal political structure comprising 50 states and the District of Columbia. The federal government is characterized by a separation of powers between the executive, the legislative and the judiciary. The constituent states have significant powers of self-government. The capital city is Washington – DC, although the largest metropolitan areas are New York City, Los Angeles and Chicago. The US has a total population of over 300 million.


The Continental United States is bordered by the Atlantic Ocean in the east and the Pacific Ocean in the west. Alaska, the largest US state, occupies a huge peninsula in the extreme northwest of North America. The US state of Hawaii is an island group located in the central Pacific Ocean, southwest of the continental United States. The USA borders Canada in the north and Mexico in the south. The United States also shares maritime borders with the Bahamas, Cuba, and Russia. With an area of 9,833,516 km², the USA is the third-largest country in the world


As USA is such a large country, the climate varies considerably from region to region. Northern Alaska has an arctic climate with temperatures up to 30°C below zero, while most of the land mass of the USA is in a continental temperate climate zone. A completely different climate prevails in the southern sun states. While the Californian Pacific coast is relatively mild and Mediterranean with an annual average temperature of 17 °C, the Californian deserts and mountains already have significantly higher temperatures. All in all, it is warm all year round in all southern states.


The United States is one of the most culturally diverse countries in the world. Nearly every region of the world has influenced American culture, most notably the English who colonized the country beginning in the early 1600s. U.S. culture has also been shaped by the cultures of Native Americans, Latin Americans, Africans, and Asians. The United States is sometimes described as a “melting pot” in which different cultures have contributed their own distinct “flavors” to American culture.


Nearly every known religion is practiced in the United States, which was founded on the basis of religious freedom. About 65% of Americans identify themselves as Christians, according to information gathered by the Pew Research Center, a nonpartisan research group, in 2020. The research also found that about 28% had no religious affiliation at all and around 6% of the population is made up non-Christian religions.

Official Language

There is no “official” language at the federal level for the United States. Although the most commonly used language is English, more than 300 languages are spoken or signed by the population.

United States HR at a Glance

Employment Law

The laws governing employment relationships in the United States come from federal, state and local statutes, agency regulations, and case law. In the United States, there are no mandatory requirements for hiring as most employment is non-contractual or “at will.” The at-will employment doctrine provides flexibility to both employer and employee. Effectively, an employer is permitted to terminate an employee for good cause, bad cause, or no cause (except for Montana which requires just cause to terminate an employee), provided it is not a discriminatory cause (such as terminating because of age, race, ethnicity, or gender) and not violating public policy in some fashion (such as retaliation for refusing to violate a law or statute). Likewise, an employee is permitted to quit or leave work under the same circumstances.

Employers must comply with federal, state and local labor laws. These laws govern work conditions, minimum wages, hours of work, the frequency and manner of making wage payments, meals and rest periods, and the requirement for certain benefits, such as paid and unpaid leave. Federal labor requirements are enforced by the U.S Department of Labor, state labor laws are enforced by state labor departments, and local laws are generally enforced by the city mayor or a county agency.


Under the laws of the United States, there are no minimum requirements for an employment contract. Also, in most states, no written memorialization of any terms is required. An employment relationship in the United States is presumed to be “at-will,” i.e., terminable by either party, with or without cause or notice. Indeed, most employees in the United State are employed on an “at-will” basis, without a written employment contract, and only with a written offer of employment that outlines the basic terms and conditions of their employment. Employment contracts, when used, can vary widely. They can be fixed term, open-ended (no limit on duration), or based on project completion. Each of these types of contracts can be negotiated between the parties.

Fixed-term contracts

No legal provision govern fixed or unlimited term contracts. Unlike many other countries, American law does not limit the duration of a fixed-term employment contract or the circumstances under which the parties may enter into a fixed-term employment contract. In the absence of an employment contract, employment relationships are presumed to be “at-will,” terminable by either party at any time, with or without cause.

Contract Terms

Employment contracts may be Indefinite, fixed-term, full-time or part-time. The individual terms will vary according to the state the employee is being hired. The employment relationship in the United States is subject to markedly less regulation than in other countries. Except for some protections on wage and hours and a prohibition on discrimination, the parties to an employment relationship in the United States are generally free to negotiate and set the terms and conditions of their relationship

Exempt and Non-Exempt Employees

To be considered “exempt,” an employee must satisfy all three of the following requirements:

  • Exempt employees must be paid a salary as opposed to being paid on an hourly basis. This means the employer pays the employee for any week in which they perform work, regardless of the quality or quantity of the work.

  • Exempt employees must earn $684 per week or $35,568 annually.

  • Employees may also be exempt because of the nature of their work. The Fair Labour Standards Act – FLSA includes exemptions for those performing executive, administrative, professional duties. It also exempts computer employees and those in outside sales.

Exempt employees are not covered by the FLSA, and are, therefore, not entitled by law to overtime pay. In theory, exempt employees receive compensation for their overtime work from their salary or from other benefits offered by the employer. Salaried employee overtime law has no provisions protecting these employees from long hours. If they find themselves regularly working overtime, they will need to negotiate with their employer for a higher salary, time in lieu, or a more reasonable workload.

To make sure they are in accordance with salaried employee overtime law, employers must familiarize themselves with federal and local regulations. They should track hours of employees, exempt and nonexempt. If not, they may be responsible for paying claims of mistakenly treating employees as exempt when they are nonexempt, failing to identify, record, compensate “off-the-clock” hours such as taking work home, working through lunch, etc. and failing to include “wage augments” when calculating an employee’s overtime rate.

Non-Exempt employees must be paid minimum wage plus overtime pay if they work more than 40 hours in a workweek. Overtime must be paid at 1.5 times the regular pay rate. You will also need to consult the state labour laws in the state where the employee is working for additional requirements. Employees are considered non-exempt unless they qualify for an exemption under federal and/or state law.

Employers and employees should check with federal and state regulations to determine exemption status. Before classifying and treating any employee as exempt from overtime, employers should confirm that the employee satisfies all applicable tests for overtime exemption under federal and state laws. If an employee is covered by both federal and state law but doesn’t meet both sets of tests, employers should consult with counsel to determine how they should classify the employee in that particular situation.

Probation Period / Trial Period

No legal provision governs a formal “trial period.” However, some employers prefer from a business perspective, to have an internal policy on trial periods, often referred to as “introductory periods” or “probationary periods”, which generally provide for a formal performance evaluation after an initial stated period of employment (90 – ninety days).

Working Hours

Federal law regulates wages, working hours and overtime pay for non-exempt employees, but employees in executive, administrative or professional positions are exempt, as are outside sales employees, certain skilled computer professionals, employees of certain seasonal amusement and recreational businesses.


Under federal law, non-exempt employees must generally be paid 1.5 times the regular rate of pay for all hours worked, over 40 hours per week. An exemption from the overtime pay requirement applies to certain categories of employees (e.g., executive, administrative and professional), provided the requirements are met. States and localities have additional regulations on overtime pay and requirements and may require overtime pay for exceeding a daily hour threshold and, in some instances, may require an overtime rate of two times the regular rate of pay


The Fair Labour Standard Act (FLSA) does not specify how data should be collected and managed and whether a time and attendance app should be used, however it does state that it is mandatory to keep a record of employee working hours for hourly, non-exempt employees as well as exempt and non-exempt salaried employees.

Health and Safety in the Workplace

The Occupational Safety and Health Administration, more commonly known by its acronym OSHA, is responsible for protecting worker health and safety in the United States. Employers are required to provide employees with a safe and healthy place of employment, which is free from recognized hazards (death or serious physical harm). Employers are obliged to: remedy known workplace hazards; limit the amount of hazardous chemicals workers can be exposed to; use certain safe practices and equipment; and monitor hazards and keep records of workplace injuries and illnesses. Regarding the COVID-19 pandemic, the U.S. Center for Disease Control (CDC) has issued its Guidance with detailed instructions on cleaning and disinfecting public spaces, workplaces, businesses, schools, and homes.

For home office situations where the employee performs office work activities, such as filing, computer research or work, reading, writing, etc., employers have little responsibility. In fact, OSHA (the federal agency that enforces the OSH Act) has issued guidance stating that it will not conduct inspections of employees’ home offices, it will not hold employers liable and it does not expect employers to inspect an employee’s home office.

Additionally, employers, who are required to keep records of work-related injuries and illnesses under the OSH Act, are responsible to do so even if the injury or illness occurs in an employee’s home. However, for an injury sustained at home to be considered a “work-related” injury it must have 1) occurred while the employee is being paid to work, and 2) be directly related to the performance of the employee’s work duties (rather than to the general home environment).


A bonus is a payment made in addition to the employee’s regular earnings. Under the FLSA, all compensation for hours worked, services rendered, or performance is included in the regular rate of pay. However, the FLSA provides an list of payments that may be excluded from the regular rate of pay, including certain bonuses. Unless specifically noted, payments that are excluded from the regular rate may not be credited towards overtime compensation.

Discretionary Bonuses:

A bonus is discretionary only if all the statutory requirements are met: a) The employer has the sole discretion, until at or near the end of the period that corresponds to the bonus, to determine whether to pay the bonus. b) The employer has the sole discretion, to determine the amount of the bonus; and c) the bonus payment is not made according to any prior contract, agreement, or promise causing an employee to expect such payments regularly.

Nondiscretionary Bonuses:

A nondiscretionary bonus is a bonus that fails to meet the statutory requirements of a discretionary bonus. Nondiscretionary bonuses are included in the regular rate of pay, unless they qualify as excludable under another statutory provision



Generally, workers employed on an “at-will” basis may be terminated, with or without cause or grounds, provided it is not for an illegal reason; notably discrimination on grounds of a category protected by law or protected “whistleblowing” activity (reporting certain activity where the employee reasonably believes that the information he or she provided relates to potential violations of specific laws by the employer). For at-will employment terminations, there is no cause required, although it is always preferable to have sufficient cause when terminating an employee. If the cause is not provided (and there is no legal requirement to do so), the former employee may consider pursuing legal action charging that (a) the employer did not provide a valid reason for the termination; and (b) the termination was done for an impermissible reason, such as discrimination.

Notice Period

Notice tendered by Employer

Except in certain mass dismissals, U.S. law does not impose a formal “notice period” to terminate an individual employment relationship. Most employees are employed “at-will” and either party can terminate the employment relationship without notice. However, the general practice is to provide at least two weeks of base pay and medical benefit continuation in lieu of notice. Each employer will select an appropriate period of time and then generally maintain a consistent approach for subsequent terminations.

Notice tendered by Employee

Similarly, employees are not obliged, to provide a formal notice period, as there is no statutorily required minimum length of notice. However, the general practice is to provide at least two weeks’ notice.

Payment in Lieu

Pay in lieu of notice is permitted in case the employer chooses to apply a notice period. “Garden leave” – a period during which a departing employee is paid his or her salary, but is not permitted to work – is not a typical concept in the U.S. As it is not a common arrangement in the U.S., the federal and state laws regarding garden leave are nominal and each situation will be examined independently. Unlike in many countries, however, it should not be assumed that an extended garden leave (beyond a period reasonable for normal transition) would be valid in the U.S. if it does not satisfy restrictive covenant requirements.

Redundancy / Severance Pay

Many employers use separation agreements, which provide additional money and benefits to terminating employees in exchange for an agreement to waive any claims related to their employment or termination and an agreement not to sue the employer for any reason. These are very common in the US and they may come in many forms. These agreements are highly variable and unique to each employer. Employers also may utilize a severance pay plan. These plans are prepared well in advance of a termination and generally apply to any terminations at the employer, but there can be exceptions.


Post Termination Restraints / Restrictive Covenants

Generally, courts hold that a covenant restricting the activities of an employee upon the termination of his or her employment with the employer will be enforced if it protects a legitimate business interest, is reasonably limited in scope, time and place, is supported by consideration and is reasonable. The following restrictive covenants are recognized and may be enforceable under the law: i) non-compete clauses; ii) non-solicitation of customers; and iii) non-solicitation of employees.

Trade Unions / Collective Agreements

Collective bargaining agreements are highly variable but usually provide specific termination protections beyond the normal discrimination or public policy prohibitions. The termination process is often time-consuming and subject to arbitration or unfair labour practice claims, which would be initiated by the union on behalf of the member, if the procedural steps are not followed properly. Unions are likely to challenge terminations on substantive grounds as well, so additional care must be taken by the employer when selecting a member for termination.

Tax and Social Security

Personal Income Tax

Income tax is levied at two different levels: Federal and State. Some cities and municipalities also levy Income tax. Therefore, an individual’s total income tax liability depends on the state and the municipality where the individual resides or works. US taxpayers must file tax returns annually with the IRS and with the state and local tax authorities under whose jurisdiction they live if those governments impose income or net worth taxes. On the federal return, taxpayers must report income and deductions and must compute the tax due. Taxes are generally collected by employer withholding on wages and salaries and by individual payment of estimated taxes on income not subject to withholding. On a State level, periodic returns of income tax withholding are also required with varying due dates, and most require that an annual state or local Form W-2 be provided to employees and filed with the taxing authority.


US citizens and resident aliens are subject to Income tax on their worldwide income, regardless of source. All US citizens and residents, including residents aliens and citizens who reside outside the US, pay federal tax on their worldwide income, with credits for foreign income taxes (subject to certain limitations).


A non-resident alien is subject to US tax on income that is effectively connected with a US trade or business and on US-source fixed or determinable, annual or periodic gains, profits and income (generally investment income, including dividends, royalties and rental income).

Single filers

Tax Rate Taxable Income Bracket Tax Owed
10% $0 to $9,950 10% of taxable income
12% $9,951 to $40,525 $995 plus 12% of the amount over $9,950
22% $40,526 to $86,375 $4,664 plus 22% of the amount over $40,525
24% $86,376 to $164,925 $14,751 plus 24% of the amount over $86,375
32% $164,926 to $209,425 $33,603 plus 32% of the amount over $164,925
35% $209,426 to $523,600 $47,843 plus 35% of the amount over $209,425
37% $523,601 or more $157,804.25 plus 37% of the amount over $523,600

Married, filing jointly

Tax Rate Taxable Income Bracket Tax Owed
10% $0 to $19,900 10% of taxable income
12% $19,901 to $81,050 $1,990 plus 12% of the amount over $19,900
22% $81,051 to $172,750 $9,328 plus 22% of the amount over $81,050
24% $172,751 to $329,850 $29,502 plus 24% of the amount over $172,750
32% $329,851 to $418,850 $67,206 plus 32% of the amount over $329,850
35% $418,851 to $628,300 $95,686 plus 35% of the amount over $418,850
37% $628,301 or more $168,993.50 plus 37% of the amount over $628,300

Married, filing separately

Tax Rate Taxable Income Bracket Tax Owed
10% $0 to $9,950 10% of taxable income
12% $9,951 to $40,525 $995 plus 12% of the amount over $9,950
22% $40,526 to $86,375 $4,664 plus 22% of the amount over $40,525
24% $86,376 to $164,925 $14,751 plus 24% of the amount over $86,375
32% $164,926 to $209,425 $33,603 plus 32% of the amount over $164,925
35% $209,426 to $314,150 $47,843 plus 35% of the amount over $209,425
37% $314,151 or more $84,496.75 plus 37% of the amount over $314,150

Head of household

Tax Rate Taxable Income Bracket Tax Owed
10% $0 to $14,200 10% of taxable income
12% $14,201 to $54,200 $1,420 plus 12% of the amount over $14,200
22% $54,201 to $86,350 $6,220 plus 22% of the amount over $54,200
24% $86,351 to $164,900 $13,293 plus 24% of the amount over $86,350
32% $164,901 to $209,400 $32,145 plus 32% of the amount over $164,900
35% $209,401 to $523,600 $46,385 plus 35% of the amount over $209,400
37% $523,601 or more $156,355 plus 37% of the amount over $523,600

In 2021 the standard deduction is $12,550 for singles filers and married filing separately, $25,100 for joint filers and $18,800 for head of household.


8 States do not have State Income Tax: Alaska, Florida, Nevada, South Dakota, Tennessee, Texas, Washington and Wyoming. 10 States try to keep things simple by applying the same tax rate to most income. Of course, what counts as “income” depends on the state:

State Rate
Colorado 4.55%
Illinois 4.95%
Indiana 3.23%
Kentucky 5%
Massachusetts 5%
Michigan 4.25%
New Hampshire* 5%
North Carolina 5.25%
Pennsylvania 3.07%
Utah 4.95%


* On dividends and interest income only

The rest of the states and the District of Columbia tax income tax with progressive tax structures. They tax higher levels of income at higher state income tax rates.

State Tax Rates # of brackets Lowest and Highest Tax Bracket Starting Points (Income)
Alabama 2%-5% 3 $500-$3,001
Arizona 2.59%-8% 4 $27,272-$163,633
Arkansas 2.0%-5.9% 3 $4,000-$79,300
California 1%-13.3% 9 $8,932-$599,012
Connecticut 3%-6.99% 7 $10,000-$500,000
Delaware 0%-6.6% 7 $2,000-$60,001
District of Columbia 4%-8.95% 6 $10,000-$1,000,000
Georgia 1%-5.75% 6 $750-$7,001
Hawaii 1.4%-11% 12 $2,400-$200,000
Idaho 1.125%-6.925% 7 $1,568-$11,760
Iowa 0.33%-8.53% 9 $1,676-$75,420
Kansas 3.1%-5.7% 3 $15,000-$30,000
Louisiana 2%-6% 3 $12,500-$50,001
Maine 5.8%-7.15% 3 $22,450-$53,150
Maryland 2%-5.75% 8 $1,000-$250,000
Minnesota 5.35%-9.85% 4 $27,230-$166,041
Mississippi 3%-5% 3 $5,000-$10,001
Missouri 1.5%-5.4% 9 $1,088-$8,704
Montana 1%-6.9% 7 $3,100-$18,800
Nebraska 2.46%-6.84% 4 $3,340-$32,210
New Jersey 1.4%-10.75% 7 $20,000-$1,000,000
New Mexico 1.7%-5.9% 4 $5,500-$210,000
New York 4%-8.82% 8 $8,500-$1,077,550
North Dakota 1.1%-2.9% 5 $40,525-$445,000
Ohio 0%-4.797% 6 $22,150-$221,300
Oklahoma 0.5%-5% 6 $1,000-$7,200
Oregon 4.75%-9.9% 4 $3,650-$125,000
Rhode Island 3.75%-5.99% 3 $66,200-$150,550
South Carolina 0%-7% 6 $3,110-$15,560
Vermont 3.35%-8.75% 4 $40,350-$204,000
Virginia 2%-5.75% 4 $3,000-$17,001
West Virginia 3%-6.5% 5 $10,000-$60,000
Wisconsin 3.44%-7.65% 4 $12,120-$266,930


Source: Federation of Tax Administrators



U.S. law provides retirement benefits and subsidized health insurance under federal Social Security and Medicare programs. The taxes generally are borne equally by the employer and the employee, with the employer responsible for remitting each employee’s portion to the federal government.

 Type of Social insurance Paid by employer Paid by employee Total Maximum Contributions (per annum)
Social Security’s Old-Age, Survivors, and Disability Insurance (OASDI) 6.2% 6.2% 12.40% Employee USD142,800.00 Employer USD142,800.00
Medicare Part A 1.45% 1.45% 2.90% No Maximum Contribution
Medicare Part B 0% 0.9% 0.90% Wages paid in excess of $200,000 in a calendar year
Federal Unemployment Tax (FUTA) 0,6% 0% 0,6% Employer USD7,000.00
Total 8.25% 8.55% 16.80%  
*The above rates serve as a broad guideline. Actual rates charged will differ.



Some States have State Unemployment Tax Act (SUTA), others may call it SUI, UI or Reemployment Tax. The percentage of State SUTA varies by state. Each state determines the wage base or minimum earnings required for the taxes to be applied.



Employers must comply with many different types of local payroll taxes. These taxes are based on where your employees work and/or live. Employers must pay State Disability Insurance and Paid Family and Medical Leave; rates and the wage base and minimum earnings required for the taxes to be applicable, vary by State.

Employers must also pay Worker’s Compensation insurance (workers comp); workers comp is purchased as private insurance by business owners in most states, but some states require it to be paid as a tax. Costs vary depending on factors such as your business’ location, industry, payroll, and employees class code.

Employers can also acquire Employment practices liability insurance (EPLI), as it covers businesses against claims by workers that their legal rights as employees of the company have been violated. EPLI provides protection against many kinds of employee lawsuits, including claims of sexual harassment, discrimination, wrongful termination, etc. The cost of EPLI coverage depends on your type of business, the number of employees you have and various risk factors



Salary Payment

In general, wages must be paid by cash or check. Most states permit payment by direct deposit or by debit card, but only with the written consent of employees and only if the employees are not subject to a fee to withdraw their pay. Most states regulate the frequency at which employees must be paid. It could be either weekly, bi-weekly or monthly, it will vary by state.


A statement of wages (often known as a pay stub) must be issued on or before the day of the related salary payment. The information included on the pay stub may vary as states have specific requirements for the information that must be provided to employees each payday, including regular hours, regular pay, overtime hours and overtime pay must be included.

Annual Leave

There is no requirement for paid time off for annual leave or vacation time under federal law (an exception applies for employers with fewer than 500 employees, who are absent for reasons connected with COVID-19). In practice, most employers provide employees with paid vacation time. It may range from one week per year during the first few years to three weeks or more for long-serving employees. Employees represented by a union may receive more generous vacation time.

Sick Leave

The Federal Family and Medical Leave Act (FMLA) entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons, with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Under the FMLA, employees may be entitled up to twelve (12) weeks’ unpaid medical leave in a 12-month period for a serious health condition that prevents the employee from performing the functions of his or her job. Though there is no national law guaranteeing paid sick leave, several states, counties, and cities require employers doing business within their boundaries to offer paid sick leave.

Compassionate and Bereavement Leave

Under the U.S. Fair Labour Standards Act, there is no specific, mandated provision for paid bereavement leave, however, the Family Medical Leave Act (FMLA) allows employees to take up to 12 weeks of unpaid leave for family-related matters. Given the emotional nature of such occasions, most organizations are understanding enough to grant unpaid time off to the employee.

Maternity & Parental Leave

Under the Family and Medical Leave Act, employers with fifty (50) or more employees within a seventy five (75) mile radius are required to provide employees with twelve (12) weeks’ unpaid leave in a 12-month period for the birth or placement of a child. Some state laws provide for maternity leave for employees who are not covered under the FMLA. In addition, several states provide workers with partial pay during parental leave and in general, it seems there is a trend toward state family leave laws.

Public Holidays

Although the United States government recognizes several “national holidays”, the Fair Labour Standards Act (FLSA) does not require payment for time not worked, such as holidays (federal or otherwise). These benefits are generally a matter of agreement between an employer and an employee (or the employee’s representative). However, it is customary for employers to provide employees with paid time off to observe nationally and locally recognized holidays.

Benefits to the Employee in The United States

Statutory Benefits

Employee benefits fall into two categories: those required by law and those an employer chooses to offer voluntarily. The U.S. Bureau of Labor Statistics states that “[l]egally required benefits provide workers and their families with retirement income and medical care, mitigate economic hardship resulting from loss of work and disability, and cover liabilities resulting from workplace injuries and illnesses.” Mandated basic benefits include:

  • Social Security, Medicare, and Federal Insurance Contributions Act (FICA);

  • Unemployment insurance;

  • Workers’ compensation insurance;

  • Family and medical leave.

Some states and local jurisdictions require paid family leave and/or paid sick and safe leave


Other job perquisites are at the discretion of the employer. These can include paid vacation, health insurance, life and disability insurance (in some states, short-term disability leave is mandatory), 401(k) retirement savings plans, education assistance, wellness programs, and childcare assistance.

Visas and Foreign Workers

General Information

Individuals will require a work visa to work in USA. There are two ways through which you can go to the U.S for employment purposes, as a temporary employee or as a sponsored/permanent employee. The temporary employees need a US non-immigrant visa, while the sponsored employees need an Immigrant Visa. There are several different types of Visas, for both non-immigrant and immigrant options.

Since work visas are so attractive and many people want to get them, the U.S government has limited them to 140,000 visas per year. This means that among all the types of employment visas, only 140,000 are available each year. Because of this, the waiting time to get these types of visas can be quite long.

Public Holidays in 2022

S.No Occasion Date Observance
1. New Year’s Day January 1st National
2. Birthday of Martin Luther King, Jr. Third Monday in January National
3. Washington’s Birthday Third Monday in February National
4. Memorial Day Last Monday in May National
5. Juneteenth National Independence Day June 19th National
6. Independence Day July 4th National
7. Labour Day First Monday in September National
8. Columbus Day Second Monday in October National
9. Veterans Day November 11th National
10. Thanksgiving Day Fourth Thursday in November National
11. Christmas Day December 25th National

** When a federal holiday falls on a weekend, the holiday is usually observed the Friday before or the Monday after.

Several other holidays are observed, either unofficially at a national level or by official local public observance.

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