The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for the birth and care of a newborn child.

To be eligible, employees must have worked for a covered employer for at least 12 months, have at least 1,250 hours of service during the previous 12 months, and work at a location with 50 or more employees within 75 miles. There is no federal mandate for paid maternity leave, though some states have enacted paid family leave programs.

Under FMLA, eligible fathers are entitled to the same 12 weeks of unpaid, job-protected leave for the birth or placement of a child. The same eligibility requirements apply as for maternity leave.

There is no federal mandate for paid paternity leave. Some states and employers offer paid paternity leave as part of their benefits packages or state-mandated paid family leave programs.

There is no federal mandate for paid sick leave in the United States. Sick leave policies vary significantly by state, municipality, and employer.

Several states and cities have enacted paid sick leave laws requiring employers to provide a set number of paid sick days per year. Many employers voluntarily provide paid sick leave as part of their benefits package.

There is no federal mandate for bereavement leave in the United States. Bereavement leave policies are determined by individual employers.

• Most employers offer 3-5 days for immediate family members
• 1-3 days for extended family members is common
• Some states have begun enacting bereavement leave requirements

The United States follows the at-will employment doctrine, meaning either the employer or the employee can terminate the employment relationship at any time, for any reason (or no reason), with or without notice, as long as the reason is not illegal.

Exceptions to at-will employment include:

• Discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information (Title VII, ADA, ADEA)
• Retaliation for whistleblowing or filing complaints
• Breach of an express or implied employment contract
• Violation of public policy
• Union-related terminations (NLRA protections)

There is no federal requirement for a notice period in the United States under at-will employment. However, the WARN Act (Worker Adjustment and Retraining Notification Act) requires employers with 100 or more employees to provide 60 days' advance notice of mass layoffs or plant closings.

• No mandatory notice period for individual terminations
• WARN Act: 60 days' notice for mass layoffs (50+ employees) or plant closings
• Many employers provide 2 weeks' notice as a professional courtesy

There is no federal law requiring employers to provide severance pay upon termination. Severance packages are commonly offered as negotiated agreements, particularly for senior-level positions or as part of layoff packages.

Common severance practices include one to two weeks of pay per year of service. Severance agreements often include a release of claims, continuation of benefits, and non-compete or non-disclosure provisions.

Employers must pay all earned wages and accrued vacation (where required by state law) upon termination, regardless of whether severance is offered.

There is no federal mandate for paid vacation in the United States. Paid time off is determined by individual employer policies.

The average for new employees is approximately 10 days of paid vacation per year. Many employers offer increased vacation time based on tenure, with senior employees receiving 15-20 or more days annually.

The United States observes 11 federal public holidays annually. Private employers are not required by federal law to provide paid time off for holidays, though most do.

Federal public holidays include:

• New Year's Day (January 1)
• Martin Luther King Jr. Day (Third Monday in January)
• Presidents' Day (Third Monday in February)
• Memorial Day (Last Monday in May)
• Juneteenth National Independence Day (June 19)
• Independence Day (July 4)
• Labor Day (First Monday in September)
• Columbus Day (Second Monday in October)
• Veterans Day (November 11)
• Thanksgiving Day (Fourth Thursday in November)
• Christmas Day (December 25)

The onboarding process is typically completed within 1-3 business days following client execution of the Statement of Work.

Salaries in the United States are typically paid on a biweekly (every two weeks) or semi-monthly (twice per month) basis. Some employers pay weekly or monthly depending on the industry and state requirements.

The 13th month salary is not mandatory in the United States. Annual bonuses may be offered at the employer's discretion based on company performance, individual performance, or contractual agreements.

The United States operates under the at-will employment doctrine by default. Written employment contracts are common but not legally required for most positions. Offer letters are standard practice and typically outline key terms of employment.

Common contract elements include:

• Job title and description
• Compensation and benefits
• Start date and work schedule
• At-will employment acknowledgment
• Confidentiality and non-disclosure agreements
• Non-compete clauses (where enforceable)
• Intellectual property assignment

Employment relationships without a written contract default to at-will status. Executive and senior-level positions more commonly use formal employment agreements with specific terms for compensation, benefits, and separation.

There is no federal law governing probationary periods in the United States. However, many employers implement a probationary or introductory period of typically 90 days for new hires.

During the probationary period, employers may conduct performance reviews and assessments. Since employment is at-will, either party can terminate the relationship at any time during or after the probationary period without specific cause.