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Capital City
Annapolis
Timezone
EST
(
UTC-5
)
Paid Leave
Sick Leave & Voting leave
Income Tax
2% - 5.75%
Employer Tax
23.6% plus workers compensation
Capital City
Annapolis
Timezone
EST
(
UTC-5
)
Paid Leave
Sick Leave & Voting leave
Income Tax
2% - 5.75%
Employer Tax
23.6% plus workers compensation
Maryland has a skilled, well-educated workforce, ideal for remote roles in technology, healthcare, and research.
The Eastern time zone supports efficient collaboration with teams across the U.S. and internationally.
Maryland’s proximity to Washington, D.C., gives access to top talent while avoiding the high costs of major urban centers.
Yes, if you want to employ workers in Maryland, you will need both a federal Employer Identification Number (EIN) and a Maryland-specific employer payroll tax account.
Most employers follow the federal standard of a 40-hour work week, typically structured as 8 hours p/d over five days.
There’s no official state definition of full-time employment in Maryland, so employers typically define it based on company policy or industry standards. Generally, full-time status is considered to be working between 30 and 40 hours per week.
In Maryland, there is no state-mandated requirement for a probationary period for new employees. However, many employers choose to implement probationary periods as part of their onboarding process. These periods typically range from 30 to 90 days.
Maryland's state minimum wage is $15.00 per hour for all employers, regardless of size.
Maryland has robust anti-discrimination laws, enforced by the Maryland Commission on Civil Rights (MCCR) and aligned with federal protections, to prevent workplace discrimination. These laws prohibit discrimination based on race, color, religion, sex, age, national origin, marital status, sexual orientation, gender identity, disability, genetic information, and family responsibilities.
In Maryland, the payroll cycle is not strictly defined by state law, so employers have flexibility in setting payroll schedules. Employers must pay consistently. Most employers use a semi-monthly or weekly pay structure.
If these dates fall on a weekend or holiday, the deadline is extended to the next business day.
Maryland’s pension regulations provide retirement benefits to public employees, including state and local government workers, teachers, and law enforcement officers. Private-sector employers in Maryland are not required to offer pension plans, but if they do, they must comply with federal standards under the Employee Retirement Income Security Act (ERISA).
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No, Maryland does not require employers to provide paid or unpaid vacation leave. Vacation leave policies are typically set by individual employers and outlined in company handbooks or employment contracts.
In Maryland, the only mandated paid time off is for voting leave, where proof of voting is required, and for sick leave. Employers with 15 or more employees must provide paid sick and safe leave.
In Maryland, military leave provisions are primarily governed by federal law, particularly the Uniformed Services Employment and Reemployment Rights Act (USERRA). Maryland law requires employers to provide unpaid leave to employees who are members of the military of the U.S. Armed Forces for military training or active duty. The Maryland Deployment Leave Law also grants unpaid leave for employees with family members who are leaving for or returning from active duty outside the U.S.
Employers must allow employees to sit for jury duty when they are called to. The leave is unpaid and the length of time depends on the matter in court.
In Maryland, parental leave is covered by both federal and state laws, with benefits depending on employer size and employee eligibility. Under federal law, employers with more than 50 employees must provide unpaid leave for parental care, eligibility and length of the leave are by federal regulations (check out our federal hiring guide for more information!) Maryland state law requires employers with 15 to 49 employees to offer up to 6 weeks of unpaid leave for the birth, adoption, or foster placement of a child, with similar eligibility criteria.
As per the federal Affordable Care Act (ACA), employers with 50 or more full-time employees nationwide are required to provide health insurance that meets minimum essential coverage standards. There is no state-specific legislation to mandate health benefits where there are less than 50 full-time employees.
In Maryland, whether part-time employees receive benefits depends on the type of benefit and the employer's policies, as there is no state mandate requiring all benefits for part-time workers:
In Maryland, employers are not required to offer a 401(k) retirement plan, but many choose to provide it as a benefit to attract and retain employees. If an employer offers a 401(k), they must comply with federal regulations under the Employee Retirement Income Security Act (ERISA), which includes fiduciary responsibilities, providing plan information to participants, and meeting specific funding standards.
Maryland is an at-will employment state, allowing either the employer or employee to end the employment relationship at any time, with or without cause or notice, unless restricted by law, a contract, or a collective bargaining agreement. Termination based on protected characteristics, such as race, color, national origin, sex, religion, disability, age, marital status, sexual orientation, gender identity, or genetic information, is prohibited under federal and state anti-discrimination laws. Additionally, employees cannot be terminated for engaging in protected activities, like filing a discrimination complaint, reporting safety violations, or whistleblowing.
There is no requirement for a notice period before terminating an employment relationship, unless specified in an employment contract or company policy.
Maryland law does not require employers to provide severance pay unless stipulated in an employment contract or company policy. However, Employers must pay all wages due for work performed before termination on or before the next regular payday. This includes any earned wages, commissions, and, depending on company policy, accrued vacation time.
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As of January 1, 2024, Maryland’s minimum wage rates are:
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