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Capital City
Madison
Timezone
CST
(
GMT-6
)
Paid Leave
None
Income Tax
3.5% - 7.65%
Employer Tax
8.9% - 13.05%
Capital City
Madison
Timezone
CST
(
GMT-6
)
Paid Leave
None
Income Tax
3.5% - 7.65%
Employer Tax
8.9% - 13.05%
Wisconsin has a well-educated and diverse labor pool, especially in industries like manufacturing, healthcare, agriculture, and tech. With top-tier universities and technical schools, you’ll have access to skilled professionals who can meet your company’s needs.
The state offers competitive tax rates and a strong economic climate for businesses, making it a cost-effective place to set up operations. Additionally, Wisconsin provides various tax incentives to encourage business growth.
Wisconsin offers a high quality of life with affordable housing, low commute times, and plenty of recreational opportunities. The state’s natural beauty and outdoor lifestyle make it an attractive place for employees to live and work, which helps with retention.
Employers in Wisconsin are required to obtain a Federal Employer Identification Number (EIN) and a Wisconsin withholding tax number if they plan to hire employees and withhold taxes. Registering for these numbers can be done through the Wisconsin Department of Revenue and is necessary for fulfilling tax obligations.
There are no specific state laws that govern the number of hours an adult employee can work; thus, federal standards typically apply. For minors, there are specific restrictions based on age, with required breaks for those under 18 working more than 6 consecutive hours.
Wisconsin does not specifically define full-time employment by hours. Therefore, the definition often depends on the employer’s policy or the standards set by federal laws, such as those used for benefits eligibility under the Affordable Care Act.
Wisconsin does not mandate a specific probationary period for new hires. Employers are free to set their probation terms, commonly ranging from 30 to 90 days, depending on company policy.
Minimum wage in Wisconsin is subject to federal laws.
In Wisconsin, the Fair Employment Act (WFEA) prohibits discrimination based on race, sex, age, disability, sexual orientation, and more. Employers must also comply with federal laws like Title VII (race, sex, religion, etc.), ADA (disability), and ADEA (age 40+). Additionally, Wisconsin’s Equal Pay Law mandates equal pay for equal work regardless of gender. Employers must also comply with federal laws.
Common payroll cycles include weekly, bi-weekly, semi-monthly, and monthly. Therefore, bi-weekly payroll is a permissible and common option, but it is not mandated by state law; the choice depends on the employer's payroll policies
Employers are required to make several tax contributions related to employment. These taxes include federal, state, and local obligations that help fund various programs such as unemployment benefits, social security, and other state-specific initiatives. Employers must withhold these taxes from employees' wages and make matching contributions for certain taxes.
In Wisconsin, the tax return deadline for individual income taxes is typically April 15 each year. If that date falls on a weekend or holiday, the deadline is extended to the next business day.
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In Wisconsin, employers are not legally required to provide either paid or unpaid vacation leave to their employees. The decision to offer vacation benefits is at the discretion of the employer.
Wisconsin does not have a state law requiring employers to provide paid time off (PTO), including vacation or personal days. PTO is generally offered at the discretion of the employer, and companies may establish their own policies for vacation, sick leave, and personal days.
There is no state law in Wisconsin that mandates paid maternity leave. However, eligible employees may take time off under the Family and Medical Leave Act (FMLA) for the birth and care of a newborn child. The leave is unpaid, but employees are entitled to job protection during this time. There is no state mandate for paid paternity or maternity leave, but employers may offer paid time off at their discretion.
Wisconsin does not require employers to provide paid sick leave. Employees may use unpaid leave for illness under FMLA if they meet the eligibility requirements. Some municipalities in Wisconsin, like Milwaukee, have ordinances that mandate paid sick leave for workers, but this is not a statewide requirement.
Under both federal law (via USERRA) and state law, employees who serve in the U.S. Armed Forces are entitled to leave for military service and job protection upon returning to work. Employers must provide unpaid leave for military duty and must reinstate employees in their previous roles or a similar one when they return, as long as the service did not exceed five years.
Wisconsin law requires employers to allow employees to take time off for jury duty. Employers are prohibited from firing or retaliating against employees who serve on a jury. Whether this leave is paid is at the employer’s discretion, as there is no state law mandating paid jury duty leave.
Wisconsin law requires that employers provide up to 3 hours of paid leave for employees to vote in an election, but only if the employee’s work hours overlap with voting hours.
Wisconsin law allows employees to take unpaid leave for certain situations related to domestic abuse, such as seeking medical attention or counseling.
In Wisconsin, employers are not required to provide health insurance unless they have 50 or more full-time equivalent employees. If they do, they must comply with the federal Affordable Care Act (ACA). For smaller employers (fewer than 50 employees), providing health insurance is optional.. For smaller employers, health insurance is not mandated, though they may choose to offer it as a benefit.
Part-time employees in Wisconsin are not automatically entitled to benefits like health insurance or paid leave, unless specified by their employer. There is no state law requiring benefits for part-time workers. However, part-time employees may qualify for benefits if their employer offers them, or if the employer has a policy that includes part-time workers.
In Wisconsin, private retirement plans like 401(k)s are not mandatory for private-sector employees, but if offered, employers must comply with federal regulations like ERISA.
The termination process is governed by the at-will employment doctrine, meaning that either the employer or the employee can end the employment relationship at any time, for any lawful reason, or for no reason at all. However, there are exceptions. Termination cannot occur based on discriminatory reasons such as race, gender, age, religion, or disability. Additionally, an employer cannot terminate an employee in retaliation for engaging in protected activities, such as filing complaints about workplace safety or discrimination.
There is no legal requirement regarding a specific notice period before terminating an employee. Employers and employees are free to establish their own notice periods if outlined in an employment contract or company policy. If such terms exist, both parties must adhere to them.
Wisconsin does not mandate severance pay upon termination. Severance is generally determined by company policy or individual employment contracts. If a severance package is offered, it is usually negotiable and may include severance pay or other considerations.
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As of January 1, 2024, Wisconsin’s minimum wage rates are:
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