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Capital City
Columbia
Timezone
EST
(
GMT-5
)
Paid Leave
Bone Marrow Donor Leave
Income Tax
0% - 7%
Employer Tax
0.06% - 5.46%
Capital City
Columbia
Timezone
EST
(
GMT-5
)
Paid Leave
Bone Marrow Donor Leave
Income Tax
0% - 7%
Employer Tax
0.06% - 5.46%
As of 2024, South Carolina's population is approximately 5.3 million, reflecting steady growth due to its favorable living conditions and economic opportunities.
The state's economy is diverse, with significant contributions from manufacturing, agriculture, and tourism. Notably, South Carolina is a leading producer of textiles and automobiles.
Advanced manufacturing, aerospace, and biotechnology are among the fastest-growing sectors, attracting both investment and skilled labor to the state.
South Carolina is a "right-to-work" state, meaning employees are not required to join a union or pay union dues as a condition of employment.
South Carolina has specific employment and labor laws governing working hours, designed to protect employees’ rights and ensure fair compensation. Whether you’re hiring local employees or working with an Employer of Record (EOR), it's essential to understand the state's regulations around working hours to ensure compliance.
1. Standard Workweek and Overtime
South Carolina does not have state-specific regulations defining standard work hours; therefore, federal guidelines under the Fair Labor Standards Act (FLSA) apply. The typical workweek is 40 hours.
Employees must be compensated at 1.5 times their regular hourly rate for any hours worked over 40 in a given workweek. Certain employees, such as executive, administrative, and professional employees earning more than $684 per week, are exempt from overtime pay.
2. Meal and Rest Breaks
South Carolina does not have state laws requiring employers to provide meal periods or breaks to employees.
If an employer chooses to provide breaks:
As of 2024, the minimum wage in South Carolina is $7.25 per hour, aligning with the federal minimum wage, as the state does not have its own minimum wage law.
Employees in South Carolina are entitled to overtime pay at a rate of 1.5 times their regular hourly wage for hours worked over 40 in a workweek. Certain employees, such as executive, administrative, and professional employees earning more than $684 per week, are exempt from overtime pay.
Payroll taxes in South Carolina are deductions employers must take from employees’ wages and remit to the state. These taxes fund various state programs and services, including unemployment benefits and disability insurance. Examples of payroll taxes include:
South Carolina does not have specific state laws dictating the frequency of employee pay periods. Employers are free to set their own pay frequency, such as weekly, biweekly, semimonthly, or monthly, as long as it is consistent and employees are paid on a regular schedule.
Employers in South Carolina are responsible for several employment taxes, including unemployment insurance and other mandatory contributions.
Employer payroll contributions are generally estimated at an additional 0.6% - 5.4% on top of the employee salary in South Carolina.
Employee tax contributions are generally estimated at 0% - 7% of employee salary in South Carolina.
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Employers in South Carolina are not mandated by state law to provide specific employee benefits. However, offering competitive employee benefits, such as employee benefits, can be advantageous in attracting and retaining talent.
Competitive benefits are essential for attracting and retaining top talent in South Carolina. Offering the right package helps employees feel valued and motivated. Our benefits experts understand the local labor market's trends, requirements, and expectations, ensuring your employees feel valued and supported. Common benefits in our South Carolina packages include:
Employers are not required to provide paid sick leave, but many offer it as part of their benefits package. If provided, it is generally accrued over time.
South Carolina law mandates that employees who are registered voters must be allowed time off to vote on election days. Employers must provide up to two hours of leave if the employee’s work schedule conflicts with voting hours.
South Carolina follows the federal Family and Medical Leave Act (FMLA), which allows eligible employees up to 12 weeks of unpaid leave.
Employers are required to allow employees time off for jury duty, but they are not required to pay employees during their absence for jury duty.
South Carolina follows federal law, providing military leave to employees who are active members of the U.S. military.
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Payroll taxes in South Carolina must be submitted to the South Carolina Department of Employment and Workforce (SCDEW) for unemployment taxes and to the South Carolina Department of Revenue (SCDOR) for income tax withholding. Taxes can be submitted electronically via the state’s online portals.
As of 2024, South Carolina follows the federal minimum wage law, which sets the minimum wage at $7.25 per hour. The state does not have its own minimum wage law, so the federal rate applies.
No, employers in South Carolina are not required by law to offer a 401(k) or any other retirement savings plan. However, many employers offer such plans as part of their employee benefits package to attract and retain talent.
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