Rivermate | American Samoa flag

Hire in American Samoa through our Employer of Record (EOR)

Hire remote employees easily and compliantly via our Employer of Record (EOR) service in American Samoa

Rivermate | Landscape of American Samoa
Pago Pago
Capital
United States Dollar
Currency
Samoan
Language
40 hours/week
Working hours
-5.38%
GDP growth
0%
GDP world share
55,191
Population
Biweekly or semimonthly
Payroll frequency

How Rivermate can help you

Global EOR coverage

With over 150+ countries covered, we can help you expand your business globally with your Employer of Record (EOR) needs.

100% Compliance

We guarantee 100% compliance with local labor laws and regulations through our network of local experts in every country.

Fully Customizable

We offer fully customizable solutions to fit your business needs, whether you need to hire one employee or a whole team.

Dedicated Support

You as well as your employee(s) get assigned a dedicated account manager who you can call, WhatsApp, mail, Slack anytime.

Introduction to EOR

An Employer of Record (EOR) is a third-party organization that takes on the legal and administrative responsibilities of employing workers on behalf of another company. This arrangement allows businesses to hire employees in locations where they don't have a legal entity or physical presence. EORs handle crucial aspects of employment, such as payroll, taxes, benefits administration, and compliance with local labor laws.

For a place like American Samoa, an EOR can be particularly valuable due to its unique status as an unincorporated territory of the United States and its distinct cultural and economic landscape. EORs can help navigate the complexities of hiring in this region, ensuring compliance with both local and U.S. federal regulations while respecting the traditional Samoan culture.

How Does EOR Work?

When a company decides to use an EOR service, the process typically unfolds as follows:

  1. The client company identifies a candidate they wish to hire in American Samoa.

  2. The EOR becomes the legal employer of the worker, handling all official paperwork and registration with local authorities.

  3. The client company maintains day-to-day management of the employee, including work assignments and performance evaluations.

  4. The EOR manages payroll, tax withholdings, and benefits administration in accordance with American Samoan and U.S. federal laws.

  5. The EOR ensures ongoing compliance with local labor regulations, including any changes or updates to employment laws.

  6. The client company reimburses the EOR for the employee's salary and associated costs, plus a service fee.

Benefits of Using an EOR

Employing an EOR in American Samoa can offer several advantages:

  1. Simplified Market Entry: Companies can quickly establish a presence in American Samoa without setting up a legal entity, saving time and resources.

  2. Compliance Assurance: EORs stay up-to-date with local labor laws, ensuring that companies remain compliant with both American Samoan and U.S. federal regulations.

  3. Cultural Navigation: EORs can help bridge cultural gaps, assisting companies in understanding and respecting the Fa'a Samoa way of life, which is crucial for successful operations in the territory.

  4. Risk Mitigation: By taking on legal employer responsibilities, EORs help reduce the risks associated with international hiring and employment.

  5. Cost-Effectiveness: Using an EOR can be more economical than establishing and maintaining a legal entity, especially for companies testing the market or hiring a small number of employees.

  6. Flexibility: EORs allow companies to scale their operations in American Samoa up or down quickly, without the complexities of managing their own legal entity.

  7. Focus on Core Business: By outsourcing HR and payroll functions, companies can concentrate on their primary business activities and strategic goals.

  8. Access to Local Expertise: EORs often have in-depth knowledge of the local business environment, which can be invaluable for companies new to American Samoa.

In conclusion, an Employer of Record can be a powerful tool for companies looking to expand into American Samoa, offering a blend of compliance, efficiency, and local insight that can significantly smooth the path to successful operations in this unique territory.

Rivermate | EOR introduction

Employment Landscape

American Samoa's employment landscape is a unique blend of traditional Polynesian culture and modern influences, shaped by its status as a U.S. territory. The small workforce of around 17,000 individuals faces challenges such as an aging population and significant out-migration, primarily to the mainland United States. This situation has led to a shortage of qualified personnel across various industries.

The territory's economy is primarily driven by the government sector, which is the largest employer, followed by the tuna canning industry. Tourism, while not dominant, is steadily growing and providing jobs in hospitality and related fields. Small-scale retail, service establishments, and traditional agriculture and fishing also contribute to employment opportunities.

Overview of Labor Laws

American Samoa's labor laws are a mix of local regulations and applicable U.S. federal laws. Some key points include:

  • Minimum Wage: American Samoa has a unique minimum wage structure that varies by industry, set lower than the U.S. federal minimum wage.
  • Work Hours: The standard workweek is 40 hours, with overtime pay required for additional hours.
  • Leave Policies: Employers are required to provide leave for jury duty and military service. Sick leave and vacation policies may vary by employer.
  • Safety Standards: Workplace safety is governed by U.S. Occupational Safety and Health Administration (OSHA) standards.

Cultural Considerations

Cultural norms play a significant role in shaping the work environment in American Samoa:

  • Fa'a Samoa: The Samoan Way emphasizes family, community, and faith, often taking precedence over individual work commitments.
  • Communication: There's a preference for subtle, non-confrontational communication to maintain harmony and respect.
  • Hierarchy: The traditional Fa'amatai system influences workplace hierarchies, with respect for age and family status impacting interactions and promotions.
  • Decision-making: Often involves a consultative process, potentially leading to a slower pace compared to Western models.

Challenges of Direct Hiring

Employers face several challenges when directly hiring in American Samoa:

  1. Limited talent pool: The small workforce and out-migration of skilled workers can make it difficult to find qualified candidates.

  2. Skill gaps: With over 50% of the population lacking a high school diploma or equivalent, finding workers with specific skill sets can be challenging.

  3. Cultural adaptation: Understanding and adapting to local cultural norms and work practices is crucial for successful hiring and retention.

  4. Remote location: American Samoa's geographical isolation can make it difficult to attract talent from outside the territory.

  5. Legal complexities: Navigating the mix of local and U.S. federal labor laws can be complex for employers unfamiliar with the territory's unique legal landscape.

  6. Infrastructure limitations: The territory's developing infrastructure may pose challenges for certain industries or roles requiring advanced technological capabilities.

Addressing these challenges requires a nuanced approach that combines understanding of local culture, investment in training and development, and creative solutions to attract and retain talent in this unique employment landscape.

Employ top talent in American Samoa through our Employer of Record service

Book a call with our EOR experts to learn more about how we can help you in American Samoa.

Rivermate | EOR in American Samoa

EOR in American Samoa

Employer of Record (EOR) services in American Samoa offer a streamlined approach for companies looking to expand their operations or hire talent in this U.S. territory. These services provide a practical solution for businesses that want to establish a presence in American Samoa without the complexities of setting up a local entity.

When a company engages an EOR in American Samoa, the EOR becomes the legal employer of the workers hired on behalf of the client company. This arrangement allows businesses to quickly and compliantly onboard employees in the territory while the EOR handles all employment-related responsibilities.

The EOR takes care of various crucial tasks, including:

  1. Payroll processing and tax withholding
  2. Ensuring compliance with local labor laws and regulations
  3. Managing employee benefits and insurance
  4. Handling employment contracts and documentation

This setup is particularly beneficial for companies interested in tapping into American Samoa's key industries, such as government services, tuna processing, tourism, and emerging sectors like technology and digital services. It allows businesses to focus on their core operations while the EOR manages the intricacies of local employment laws and practices.

Benefits of Using EOR Services in American Samoa

Quick Market Entry

EOR services enable companies to start operations in American Samoa rapidly, bypassing the time-consuming process of establishing a local legal entity.

Risk Mitigation

By partnering with an EOR familiar with American Samoa's employment laws, companies reduce the risk of non-compliance and potential legal issues.

Cost-Effective Solution

Using an EOR can be more economical than setting up and maintaining a full-fledged subsidiary, especially for smaller-scale operations or pilot projects.

Flexibility

EOR services allow companies to scale their workforce up or down as needed, providing flexibility in response to market conditions or project requirements.

Considerations for EOR Services in American Samoa

Cultural Awareness

It's important to work with an EOR that understands the unique cultural aspects of American Samoa, ensuring smooth integration of international business practices with local customs.

Industry-Specific Knowledge

Given the territory's distinct economic landscape, companies should seek EORs with experience in relevant sectors such as government contracting, fisheries, or tourism.

Compliance Expertise

The chosen EOR should have a thorough understanding of American Samoa's labor laws, tax regulations, and any special economic zones or incentives that may apply.

In conclusion, EOR services in American Samoa offer a practical and efficient way for companies to establish a presence in the territory. By handling the complexities of local employment, these services allow businesses to focus on growth and operations while ensuring compliance with local regulations.


Payroll & Taxes

American Samoa, an unincorporated territory of the United States, has a unique payroll and tax system that combines elements of both U.S. federal regulations and local territorial laws. Understanding these intricacies is crucial for both employers and employees operating in this Pacific island territory. The payroll and tax structure in American Samoa is designed to support the local economy while maintaining alignment with broader U.S. tax policies.

In American Samoa, employers and employees share the responsibility of contributing to various tax obligations. These include federal taxes such as Social Security and Medicare, as well as territorial-specific taxes like the American Samoa Wage Tax. The system aims to balance the needs of the local government with the requirements of the U.S. federal tax system, creating a hybrid approach that reflects American Samoa's unique status.

Employer Contributions

Employers in American Samoa have several tax obligations that they must fulfill to comply with both federal and territorial regulations:

  1. Social Security (OASDI): Employers are required to contribute 6.2% of each employee's wages up to the annual wage base limit set by the Social Security Administration. This contribution helps fund retirement, disability, and survivor benefits for American Samoa residents.

  2. Medicare: Employers must pay 1.45% of each employee's wages towards Medicare. This contribution is not subject to a wage cap and applies to all earnings.

  3. American Samoa Wage Tax: In addition to federal taxes, employers are responsible for a 2% wage tax on their employees' earnings. This territorial tax helps fund local government operations and services.

  4. Unemployment Insurance: While American Samoa does not have a state unemployment insurance program, employers may still be subject to the Federal Unemployment Tax Act (FUTA) depending on their specific circumstances.

  5. Workers' Compensation: Employers in American Samoa are required to provide workers' compensation insurance to cover work-related injuries and illnesses.

  6. Employer-Provided Benefits: If employers offer benefits such as health insurance or retirement plans, they may need to report the cost of these benefits on Form W-2AS, the territorial equivalent of the mainland U.S. Form W-2.

Employers must also maintain accurate payroll records for at least three years, as recommended by the IRS, to ensure compliance with tax regulations and to facilitate any potential audits.

Employee Contributions

Employees in American Samoa also have tax responsibilities that are deducted from their wages:

  1. Social Security (OASDI): Employees contribute 6.2% of their wages up to the annual wage base limit, matching the employer's contribution. This ensures that workers are participating in the federal Social Security program.

  2. Medicare: Employees pay 1.45% of their wages towards Medicare. For high-income earners, an additional 0.9% Medicare surtax applies to wages exceeding specific thresholds, which are subject to periodic adjustments.

  3. American Samoa Wage Tax: Employees are subject to a 2% wage tax on their earnings, which is withheld from their paychecks by their employers.

  4. Federal Income Tax: Unlike residents of the U.S. mainland, most American Samoa residents are not required to pay federal income tax on their local earnings. However, they may still be subject to federal income tax on certain types of income or if they have significant mainland U.S. income sources.

  5. Voluntary Deductions: Employees may choose to have additional amounts withheld from their paychecks for various purposes, such as retirement savings plans or health insurance premiums.

All these deductions and contributions are reported on the employee's Form W-2AS, which provides a comprehensive breakdown of earnings and tax withholdings for the year. This form is crucial for employees when filing their annual tax returns and for maintaining accurate financial records.

Understanding the payroll and tax system in American Samoa is essential for both employers and employees to ensure compliance with local and federal regulations. While the system shares similarities with the mainland United States, its unique aspects reflect the territory's distinct status and economic needs. As with any tax system, staying informed about current rates and regulations is crucial, as these can change over time in response to economic conditions and policy decisions.

Get a payroll calculation for American Samoa

Understand what the employment costs are that you have to consider when hiring American Samoa

Employee Benefits

American Samoa, as a U.S. territory, offers a unique blend of employee benefits that align with both local and federal regulations. These benefits play a crucial role in attracting and retaining talent in this Pacific island region. For companies looking to expand their operations to American Samoa, navigating these benefits can be complex. This is where an Employer of Record (EOR) comes in handy. An EOR manages all aspects of employment, including the administration of both mandatory and optional benefits, ensuring compliance with local laws while allowing businesses to focus on their core operations.

Mandatory Benefits

In American Samoa, certain benefits are required by law and must be provided to all eligible employees:

  • Paid Time Off:

    • Sick leave: Employees accrue 4 hours per bi-weekly pay period
    • Annual leave: Varies based on tenure (4-6 hours per bi-weekly pay period)
  • Public Holidays:

    • Paid time off for all federally recognized U.S. holidays
  • Social Security:

    • Participation in the U.S. Social Security program
    • Employers must withhold and match Social Security taxes
  • Overtime Pay:

    • 1.5 times regular hourly wage for hours worked beyond 40 per week
    • Applies to most non-exempt employees under FLSA
  • Workweek Standard:

    • 40 hours is considered a standard workweek

Optional Benefits

To remain competitive and enhance employee satisfaction, many employers in American Samoa offer additional benefits:

  • Financial Security:

    • Life insurance policies
  • Work-Life Balance:

    • Flexible work arrangements
    • Remote work options
    • Compressed workweeks
  • Performance Incentives:

    • Bonuses based on individual or company performance
    • Profit-sharing programs
  • Professional Development:

    • Educational assistance for job-related training or continuing education
  • Employee Discounts:

    • On company products or services
    • Partnerships with other businesses for discounted rates
  • Workplace Amenities:

    • On-site fitness centers
    • Subsidized meals
    • Recreational facilities

While maternity leave is not federally mandated in American Samoa, some employers may offer it as part of their benefits package. It's important to note that these lists are not exhaustive, and benefits can vary significantly between employers. An EOR can help navigate these complexities, ensuring that both mandatory and optional benefits are appropriately managed and compliant with local regulations.


Termination & Offboarding

The process of termination and offboarding in American Samoa is relatively straightforward, reflecting the territory's employment laws and practices. While employers have considerable flexibility in their termination decisions, they must still adhere to certain legal and ethical standards to ensure fair treatment of employees.

Grounds for Termination

In American Samoa, employers can terminate employees for various lawful reasons, including:

  1. Poor performance
  2. Misconduct
  3. Economic reasons

Poor performance typically involves consistently failing to meet job expectations or fulfill work duties. Misconduct may include policy violations, insubordination, or theft. Economic reasons can encompass downsizing, layoffs, or other financial justifications necessitating workforce reduction.

Notice Requirements and Severance Pay

American Samoa does not have statutory requirements for advance notice of termination or severance pay. However, these terms may be stipulated in individual employment contracts or company policies. Some employers choose to offer severance packages as part of their termination process, although it's not legally mandated.

Contractual Considerations

If an employment contract exists, its terms will govern the termination process. Such contracts may include:

  • Specific notice periods
  • Severance pay provisions
  • Limitations on the employer's ability to terminate employment

Government Employees

Government employees in American Samoa are subject to additional protections under the Civil Service Rules. These rules provide procedural safeguards and due process rights before termination can occur.

Offboarding Process

While not legally required, a well-structured offboarding process can benefit both the employer and the departing employee. This process may include:

  1. Exit interviews
  2. Return of company property
  3. Knowledge transfer
  4. Final paycheck distribution
  5. Benefits information

By following these guidelines and respecting employee rights, employers in American Samoa can navigate the termination and offboarding process effectively and professionally.

Visa & Work Permits

American Samoa, an unincorporated territory of the United States, has unique visa and work permit requirements for foreign workers. While it's part of the U.S., it maintains its own immigration policies, distinct from those of the mainland United States.

Entry Requirements

Foreign nationals planning to work in American Samoa typically need to obtain an entry permit before arrival. This permit serves as both a visa and work authorization. The process involves:

  1. Securing a job offer from an American Samoan employer
  2. The employer submitting a petition to the American Samoa Department of Legal Affairs
  3. Obtaining approval from the Immigration Board

Types of Work Permits

American Samoa offers different categories of work permits, including:

  • Skilled worker permits
  • Professional and technical worker permits
  • Seasonal worker permits

The type of permit required depends on the nature of the job and the worker's qualifications.

Duration and Renewal

Work permits are usually issued for one year and may be renewable. The renewal process should be initiated before the current permit expires.

Important Considerations

  • American Samoa's immigration policies are separate from U.S. federal immigration laws
  • A valid passport is required for entry
  • Health screenings may be necessary as part of the application process
  • Dependents may be eligible for permits under certain conditions

Employer Responsibilities

Employers in American Samoa must:

  • Ensure compliance with local labor laws
  • Provide proof of the need for foreign workers
  • Demonstrate efforts to hire locally before seeking foreign workers

Foreign workers considering employment in American Samoa should work closely with their prospective employer and consult the American Samoa Department of Legal Affairs for the most up-to-date information on visa and work permit requirements.

Rivermate | EOR introduction

Why Rivermate

Rivermate stands out as an exceptional choice for Employer of Record (EOR) services in American Samoa, offering a unique blend of personalized support and global expertise. Our human-centric approach sets us apart from competitors, providing clients with a comprehensive solution that goes beyond a mere platform.

At Rivermate, we pride ourselves on being more than just a service provider; we become an extension of your team, functioning as your global HR department. Our commitment to your success is evident in every aspect of our offerings, including recruitment services to help you build the best team possible.

What Makes Rivermate Different?

1. You're Not Just a Number

For smaller businesses that may feel overlooked by larger EOR providers, Rivermate offers a refreshing alternative. We understand that every client is unique, and we're dedicated to helping you grow. Our personalized attention ensures that your specific needs are met, regardless of your company's size.

2. The Human Touch

In an age of automation, we believe that HR and payroll require a human touch. That's why we've eschewed AI chatbots and automated emails in favor of real people who genuinely care about your success. Our team is available 24/7/365, ready to assist you with any questions or concerns you may have.

3. Global Reach, Local Expertise

With local experts in over 135 countries, Rivermate offers a unique "think global, act local" approach. We help you navigate the complexities of local labor laws and regulations, serving as your trusted local partner no matter where your business takes you.

4. Unparalleled Flexibility

We understand that one size doesn't fit all when it comes to HR and payroll solutions. Whether you need extra clauses in a contract or have specific payment requirements for your employees, Rivermate is 100% flexible and ready to adapt to your needs.

By choosing Rivermate for your EOR services in American Samoa, you're not just getting a service provider – you're gaining a dedicated partner committed to your growth and success. Our human-centric approach, combined with our global expertise and flexibility, makes us the ideal choice for businesses looking to expand their operations in American Samoa and beyond.

Frequently Asked Questions

user avatar

The Global EOR leader

Hear from 1000+ customers


Greg M.

CEO, Learnwise

What stands out most is their quick response time and the efficiency of their onboarding process. Their affordable pricing model is also a major plus, making it accessible for businesses of various sizes.

Hallman L.

Founder, Small-Business

Clients benefit from the fact that they can bring global expertise into the local environment. Rivermate allows me to manage my employees across different countries.

Perlin G.

Head of Sales, Small-Business

Lucas helped me set up an employee in Spain for our company. The whole process was explained very well by Lucas and it all went super smooth.

Leon B.

Founder, Grive

They are a rather small team, which is perfect for me. Before Rivermate, I worked with a bigger EOR and they did not care about me.

Senna V.

Coordinator, Mid-Market

Rivermate has recently completed several projects where we needed remote workers in different countries. I can definitely recommend the service they provide. From taxes to insurances to visas, everything is arranged through 1 convenient platform.


Used by the world's most average companies

Rivermate | abacus
Rivermate | crowdcube
Rivermate | boloo
Rivermate | clinicaloutcomes
Rivermate | ct
Rivermate | elvtr
Rivermate | generationsingapore
Rivermate | gomarkets
Rivermate | gotoinc
Rivermate | grive
Rivermate | oscarsfarm
Rivermate | procurementexpress
Rivermate | remodigital
Rivermate | rephine
Rivermate | royfort
Rivermate | tupu
Rivermate | v
Rivermate | vendere
Rivermate | zebrainsights
Rivermate | abacus
Rivermate | crowdcube
Rivermate | boloo
Rivermate | clinicaloutcomes
Rivermate | ct
Rivermate | elvtr
Rivermate | generationsingapore
Rivermate | gomarkets
Rivermate | gotoinc
Rivermate | grive
Rivermate | oscarsfarm
Rivermate | procurementexpress
Rivermate | remodigital
Rivermate | rephine
Rivermate | royfort
Rivermate | tupu
Rivermate | v
Rivermate | vendere
Rivermate | zebrainsights

Hire Your Employees Globally with Confidence

We're here to help you on your global hiring journey

Rivermate

Hire anyone, anywhere...

The HR platform for global teams. Why not hire anywhere? We have global coverage (150+ countries) with boots on the ground. Your talent pool just got infinite.