Introduction

When expanding or employing across borders, the gap between legal frameworks can be wider than most businesses realise. North Macedonia and the United States offer a clear example of just how different employment systems can be – and why one-size-fits-all simply doesn’t work.

Whether you’re onboarding your first hire in Skopje or managing a remote team across both jurisdictions, understanding local employment laws is not optional – it’s essential. Labour law shapes everything from contract types and working hours to benefits and terminations. Get it wrong, and you risk fines, reputational damage, or even employee claims. But get it right, and you build trust, stability, and strategic advantage.

Quick Tips

• At-will employment (common in the US) is not valid in North Macedonia - terminations require just cause.

• North Macedonian law mandates written employment contracts with specific clauses.

• US employers must navigate both federal and state laws, which can vary significantly.

• Statutory benefits are more extensive and employer-funded in North Macedonia than in many US states.

• Always seek local legal guidance before issuing offer letters or making changes to employment terms.

Contracts: One is Required, One is Assumed

In North Macedonia, employment contracts must be in writing and include key terms such as job description, salary, working hours, and notice periods. Failure to provide a contract can lead to penalties and legal presumptions in the employee’s favour.

In contrast, the US often operates under implied agreements, particularly in 'at-will' states where employers and employees can terminate relationships without cause. While written contracts exist – particularly for senior roles – many US hires begin without them, especially in small businesses.

The takeaway? Don’t assume your US practices can travel. If you’re hiring in North Macedonia, you’ll need to issue a compliant contract before the start date, with clear notice provisions and aligned to local labour codes.

Termination Rights: Cause vs Convenience

Perhaps the starkest difference between these countries lies in termination protections. In North Macedonia, termination without a valid reason is unlawful. Employers must document just cause (e.g. misconduct or redundancy), and severance may apply depending on the reason and tenure.

Compare this to the US, where at-will employment dominates. While anti-discrimination laws apply, no justification is required in many cases to end an employment relationship, as long as the decision isn’t unlawful.

I once supported a US-based client expanding into the Western Balkans. They attempted to mirror their flexible US termination practices in North Macedonia. Within three months, they were facing legal challenges from dismissed employees. We intervened quickly - restructured their HR policies, trained managers, and avoided further claims. The learning? Don’t treat other jurisdictions like an extension of your own.

Statutory Leave and Benefits: The Employer Burden

North Macedonia mandates generous paid leave – including 20 days of annual holiday, 9 months of maternity leave (fully paid through social insurance), and paid sick leave. Employers must also make social contributions covering pensions, health, and unemployment insurance.

By contrast, the US has no statutory paid maternity leave at the federal level and does not guarantee paid holidays. Benefits are often determined by company policy or state law, with most health insurance tied to employment but funded through private arrangements.

HR leaders should factor in total employment cost differences – and the compliance risks of not meeting local entitlements. For one client, we created a total compensation model across four countries, including North Macedonia and the US, to make fair, strategic decisions about hiring locations. It also helped their finance team forecast real people costs.

Final Thoughts

Labour laws are not just legal technicalities – they’re the framework for how you treat your people. And when you’re operating in diverse legal environments like North Macedonia and the United States, alignment matters more than assumptions.

Respect local rules. Build tailored systems. And above all, don’t import what doesn’t fit.

What’s next for your global people strategy?

Book a free compliance check-in or HR audit with ThinkGlobal HR. Whether you're managing remote teams, reviewing local contracts, or planning global expansion, we’ll help you stay compliant and confident, wherever you hire.