Employee Benefits in the US

Bonuses and additional payments  

In the United States, while not mandated by law, it is customary for employers to offer performance-based bonuses, which may include annual, quarterly, or project-specific incentives. These bonuses are often stipulated in employment contracts or company policies and are subject to standard tax and social security deductions. Employers must apply consistent criteria for all eligible employees to ensure compliance with labor regulations. ​

Annual leave  

Employees in the United States are not entitled to paid vacation leave under federal law. Paid time off is determined by individual employment contracts or company policies. Many employers offer paid vacation as a benefit, with the average being 10 days per year after one year of service.​

Additional leave may be offered as part of an employment contract or collective bargaining agreement, though it is not required by law. Many employers offer enhanced leave policies to stay competitive and improve retention.​

Policies for unused leave vary by employer; some allow carryover to the following year, while others have "use it or lose it" policies. Payment in lieu of unused leave is typically permitted upon termination of employment, depending on state laws and company policy.

Sick leave  

In the United States, personal and sick leave policies are primarily determined by individual employers and state laws, as there is no federal mandate for paid sick leave. However, under the Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave per year for certain medical situations affecting themselves or immediate family members. Some states and localities have enacted laws requiring paid sick leave. Employees must provide appropriate notice and documentation as per their employer's policies to qualify for leave.

Maternity leave

The Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave for the birth of a child or the placement of a child for adoption or foster care. The employee must have worked for the employer for at least 12 months in the preceding year. The FMLA act applies to private employers with 50 or more employees. Some states may have more generous paid leave options.