Employer of Record (EOR) Services in the United Kingdom
The United Kingdom is a leading choice for international expansion, offering a top-tier talent pool and a digitally advanced, pro-business environment. With high workforce productivity and no language barrier for global markets, it remains a central hub for companies in Tech, Finance, and Renewable Energy. While growing here is rewarding, the process is operationally demanding. Navigating HMRC’s PAYE system, pension auto-enrolment, and strict UK employment laws requires specialized local expertise. Small missteps in tax or statutory compliance can lead to significant penalties and delays.
An Employer of Record (EOR) removes these hurdles. By using an established legal entity, you can onboard full-time talent in days, while we manage payroll, local contracts, and total compliance. Skip the costly entity setup and secure your IP rights immediately with a streamlined, risk-free hiring solution.
What is an Employer of Record (EOR) in the UK?
An Employer of Record in the UK acts as the legal employer for your British workforce, assuming full responsibility for HR, payroll, and tax compliance. While your company maintains direct management of the employee’s daily tasks and projects, the EOR handles the underlying administrative and legal liabilities. This model allows you to hire full-time talent without the time-consuming process of registering a local limited company.
Core Responsibilities
By using an EOR, you outsource the complex regulatory requirements of the UK market, ensuring your expansion is both rapid and compliant.
- Payroll & Tax Management (PAYE): Automates the monthly salary cycle and handles Full Payment Submissions (FPS) to HMRC. The EOR ensures precise withholding for Income Tax, National Insurance (NI), and professional expense reimbursements.
- Pension & Statutory Benefits: Manages mandatory Workplace Pension Auto-enrolment and secures required insurances. It also calculates statutory holiday pay, sick pay, and parental leave in accordance wit law.
- Right to Work & Visa Support: Verifies the legal right to work for all hires and coordinates residence or work permit applications with the Home Office for non-UK citizens.
- Compliant Contract: Provides employment agreements tailored to UK labor regulations. These contracts ensure the full transfer of Intellectual Property (IP) and clearly define statutory notice periods.
- Employee Lifecycle Management: Oversees the entire journey from onboarding and probation to terminations. This mitigates the risk of “unfair dismissal” claims by following strict UK procedural requirements.
- Corporate Risk & Liability: Minimizes Permanent Establishment (PE) risks and holds mandatory Employer’s Liability Insurance, protecting your business from employment disputes and statutory reporting failures.
Who Should Use an Employer of Record in the UK?
International companies choose an EOR in the UK to deploy staff immediately without establishing a local limited company. This approach directly supports several core business goals.
- Market Expansion and Testing: Enterprises exploring the British market use an EOR to avoid the overheads of a local subsidiary. Hiring regional sales directors allows for rapid market validation. If the expansion strategy shifts, offboarding happens smoothly without the lengthy process of dissolving a formal corporate entity.
- Urgent Hiring Demands: Establishing a formal corporate structure creates significant delays due to strict banking checks and Companies House processing times. Businesses needing immediate talent deployment rely on an EOR to eliminate this wait. The provider issues compliant employment contracts and registers staff for tax deductions instantly.
- Remote Team Building: Technology and renewable energy firms often hire specialized talent in hubs like London, Manchester, or Edinburgh without setting up a physical office. An EOR makes this possible by ensuring remote professionals receive all mandatory local benefits, from workplace pensions to holiday pay, while contributing directly to global operations.
- Risk Mitigation: Operating directly in the UK risks triggering Permanent Establishment exposure, which can subject global corporate revenue to local taxation. Placing the legal employment relationship with a specialized local provider creates a distinct separation. This secures essential local labor while protecting the parent company’s broader financial assets.
- Short-Term Initiatives: Companies deploying staff for fixed-term assignments depend on an EOR to manage temporary contracts compliantly. UK labor law requires specific handling of fixed-term agreements. A local EOR ensures employment contracts are drafted carefully to prevent temporary roles from legally converting into permanent employment obligations.
- Mergers and Acquisitions Support: During cross-border acquisitions, transferring employees between distinct corporate entities often causes payroll disruptions and complex renegotiations. An EOR delivers immediate employment continuity. It maintains uninterrupted salary cycles and pension contributions while the acquiring parent company finalizes its long-term corporate setup.
Key Benefits of Using EOR Services in the UK
Employer of Record services in the UK eliminate the structural barriers to hiring local talent, specifically addressing entity registration delays, statutory compliance risks, and administrative requirements.
- Direct Onboarding: You can hire local professionals directly rather than waiting for formal entity registration. This framework allows you to secure top talent and scale your team without the administrative delays of traditional corporate setup.
- Payroll and Tax Management: Salaries are processed in GBP through official systems to ensure employees receive accurate, on-time payments. This includes handling all mandatory tax withholdings and statutory contributions required by HMRC, preventing reporting errors and payment delays.
- Termination and Risk Management: When an employment relationship ends, the EOR applies the correct notice periods and documentation mandated by UK labor regulations. This ensures strict adherence to local dismissal laws, minimizing the risk of legal disputes and shielding you from surprise penalties.
- Data Privacy and Financial Control: Employee data is stored securely to maintain strict compliance with UK GDPR. Instead of managing multiple local vendors, you receive a single consolidated invoice per worker that combines salary, statutory contributions, and management fees, providing total transparency over your actual cost per hire.
- Operational Cost Efficiency: Because you avoid registering a local company, opening a UK bank account, or hiring independent legal counsel, your setup and ongoing expenses drop. The EOR fee functions as a predictable operational expense, proving highly efficient for managing remote teams or testing the British market.
Risks and Limitations of Working With an EOR in the UK
EOR services offer an immediate route to market, but they function as operational partnerships built for specific growth stages. Understanding the limits of this model ensures your expansion remains effective as your local team scales.
- Co-Employment Compliance: Under this framework, the provider serves as the legal employer while you retain functional management. Because both parties share responsibility for the working environment under UK health and safety regulations, your daily management instructions must strictly follow local standards to prevent legal disputes.
- State Incentive Eligibility: Because the EOR maintains the official local presence, your company cannot directly access certain UK government-backed business incentives or R&D tax credits. These financial programs require a direct ownership structure and a unique local Corporation Tax reference registered to your parent organization.
- Public Tender Participation: Since the EOR operates as the legal employer on paper, your organization lacks a formal local entity registered in Companies House. While operationally efficient, this prevents participation in certain public sector procurement and government tenders that require the bidding company to hold direct domestic registration.
- Local Financial Operations: Without a registered local entity, you cannot open a corporate bank account in the UK. While the EOR processes all payroll and tax obligations, the absence of a domestic account restricts your ability to manage local operational expenses or handle supplier payments directly.
- Compensation Structuring: EOR frameworks support standard employment roles but require careful management for highly customized compensation. Executing non-standard arrangements, such as performance-based variable pay or complex equity schemes, demands extensive coordination to ensure strict alignment with HMRC reporting standards.
Start Hiring in the UK Today
Hire and pay employees in the United Kingdom, without setting up a local entity or managing local payroll, tax, and HR administration on your own.
How To Hire In the UK With EOR: Step-by-Step Process
Partnering with an Employer of Record in the UK ensures strict statutory compliance while removing the administrative delays of formal entity registration. This operational workflow allows your organization to legally onboard top talent with speed and total legal certainty.
Step 1: Plan and Prepare
Establish hiring goals by defining specific roles, target start dates, and salary levels. The EOR provides local market data to confirm mandatory notice periods and holiday entitlements, ensuring your offer aligns with professional expectations and local UK standards.
Step 2: Select EOR Provider
Identify a partner maintaining a direct local legal entity with deep expertise in managing UK employer obligations. Review the service levels and support framework, finalizing the agreement to build the legal foundation for your local hires.
Step 3: Share Operational Details
Provide role descriptions, work schedules, and internal company policies. The EOR applies these details to build employment terms that secure full intellectual property rights and define legal probationary periods, ensuring strict alignment with UK working hour regulations.
Step 4: Source and Select Candidates
Find the right fit through professional networks or local talent pools. While you conduct interviews and make the final selection, the EOR delivers a total cost analysis detailing the base salary plus the mandatory employer National Insurance contributions.
Step 5: Issue Compliant Offers
The EOR drafts the final employment agreement based on the agreed terms. Once you have reviewed the document, the offer is extended to the candidate for digital signature, which is the standard for secure verification in the UK.
Step 6: Handle Work Permits
For talent from outside the UK, the EOR manages the visa application process through official channels. They also ensure the employee is correctly registered with HMRC to secure a tax code for accurate payroll withholding.
Step 7: Onboard and Register
The EOR completes the mandatory registration for the workplace pension scheme and secures the required insurance for work-related accidents. During this stage, you provide the necessary equipment, software access, and team introductions to begin daily operations.
Step 8: Manage Payroll and Employment
Submit monthly records for any salary adjustments or bonus payments. The EOR processes the payroll, handles all tax withholdings, and manages the accrual of holiday pay to ensure employees are compensated correctly during their leave periods.
Step 9: Scale or Transition
When the local team reaches a point where a domestic subsidiary becomes highly efficient, the EOR facilitates the transition of all employment records to your own formal entity. This shift grants direct access to local funding and full ownership of your corporate identity in the local market.
EOR vs. PEO vs. Entity Setup in the UK
Expanding into the UK requires navigating strict statutory labor laws and mandatory employer social contributions. Selecting the correct market entry model ensures statutory compliance while maintaining operational efficiency.
Factor | Employer of Record (EOR) | Professional Employer Org (PEO) | Local Entity Setup |
Best For | Fast market entry; hiring small teams without an office. | Businesses with a local branch seeking HR support. | Long-term commitment; full direct local contracting. |
Legal Employer | The EOR is the sole legal employer. | Your company is the legal employer. | Your company is the legal employer. |
Local Entity | Not required. | Required (local registration). | Required (full local company). |
Setup Time | Days to two weeks. | Depends on current registration. | One to three months. |
Upfront Cost | Minimal; usually a setup fee. | Low fee + cost of registration. | High (capital + legal/admin fees). |
IP Protection | Secured via the service contract. | Direct ownership by your entity. | Direct ownership by your entity. |
Compliance | EOR carries the legal liability. | You carry the legal risk. | You carry all legal and tax risk. |
Exit Strategy | Simple notice period. | Requires closing the local branch. | Requires full legal closure. |
- Choose an EOR: If you need to hire within days and want to test the UK market without the burden of a physical office. This is the most efficient way to avoid the complexities of “Permanent Establishment” while bypassing lengthy bank and registration setups.
- Select a PEO: If you already have a registered branch or tax ID in the UK but want to outsource the daily tasks of HR and payroll. This model allows you to maintain direct legal control over your staff while a partner handles benefits.
- Establish a Local Entity: If your team grows to a larger size or you need to sign local sales contracts and secure assets directly. This is a long-term commitment for those ready to manage their own tax, auditing, and legal exposure.
Employment Contracts in the UK
A written statement of employment particulars is a strict legal requirement in the UK for all staff. Failing to provide a compliant agreement from day one of employment carries risks and potential penalties from employment tribunals.
Key Mandatory Elements
- Role and Responsibilities: Defines the title and duties to ensure expectations match the agreement. This must specify the work location; if the employee follows a hybrid schedule, the contract must state the right to work from different locations.
- Compensation Structure: Outlines the gross monthly salary and includes a breakdown of components, such as base pay, bonuses, and fixed allowances. This transparency ensures alignment with National Minimum Wage standards.
- Working Hours: Specifies the schedule and includes any requirements for overtime. For roles with variable shifts, the contract must provide clarity on how hours are determined, protecting the business from claims regarding uncertain scheduling.
- Probation Period: Sets a trial phase to assess performance. This allows the employer to evaluate fit while ensuring the agreement remains valid under local rules.
- Leave Entitlements: Guarantees minimum annual leave (5.6 weeks statutory) plus public holidays. The contract must mention the right to holiday pay, calculated to ensure the policy follows statutory rules for rest and recovery.
- Notice Period: Outlines the timeframe for resignation or dismissal. Defining this clearly provides time to manage transitions while following the required process for written notifications.
- Social Benefits: Details required contributions to the Workplace Pension and insurance schemes. Listing the institutions receiving these payments confirms the employee’s access to state-mandated security and healthcare.
- Termination Terms: Defines the legal grounds for dismissal and the required procedures. This protects the business from legal claims by establishing that every exit follows the process required by UK labor law.
Types of Employment Agreements
- Permanent Employment: The default agreement for most professionals in the UK has no end date and offers strong security of tenure after two years of service. It helps companies attract talent who value career continuity.
- Project-Based Contracts: A temporary agreement that concludes upon the completion of a specific, non-recurring task. The exact scope must be defined in the agreement.
- Fixed-Term Roles: An option for roles with a set end date, such as covering for an employee on leave. The employer must document the specific reason for the temporary nature to meet local standards.
- Director Level: Reserved for senior leaders, these agreements often include more complex clauses regarding restrictive covenants and notice periods, providing the board with flexibility for leadership changes.
Employee Benefits and Compensation in the UK
A competitive offer in the UK balances strict legal requirements with the expectations of a protected workforce. While the NHS provides a broad safety net, top talent views particular market perks as essential for long-term commitment.
Core Statutory Benefits (Mandatory)
- Workplace Pension (Auto-enrolment): Employers must contribute to a qualifying pension scheme for eligible employees. This is a strict legal requirement. The current minimum employer contribution is 3%.
- Statutory Holiday Pay: Employees are entitled to a minimum of 28 days of paid annual leave (including bank holidays). This payout replaces their regular monthly salary during the leave period.
- Statutory Sick Pay (SSP): During an employee’s illness, the employer is responsible for paying SSP for up to 28 weeks, provided the employee meets the eligibility criteria.
- Parental Leave: The UK offers Statutory Maternity, Paternity, and Adoption leave. While the state covers income up to a set limit, the employer manages the administrative reporting and payment.
- Employers’ Liability Insurance: Companies must secure insurance to cover work-related injuries or illnesses for all staff. This is a prerequisite for legal operation in the UK.
- National Minimum Wage: All work must be compensated at or above the age-specific National Minimum Wage or National Living Wage rates.
Non-Statutory Benefits (Market Standards)
- Pension Enhancements: While the law sets a minimum contribution, senior professionals often expect a higher rate (e.g., 5% to 10%) to increase their long-term savings.
- Salary Top-Ups: Since SSP is relatively low, competitive employers often offer “Company Sick Pay” or enhanced parental pay to ensure total income stability for their staff.
- Private Medical Insurance (PMI): While the NHS is universal, many employers fund private health insurance to ensure staff receive faster access to specialists.
- Life Assurance: Policies typically providing a lump sum (e.g., 4x salary) to beneficiaries are highly valued.
- Subsidized Benefits: Many companies provide cycle-to-work schemes or gym memberships as part of a holistic wellness package.
Working Hours in the UK
Working hours are regulated by the Working Time Regulations. This creates a clear framework where compliance is mandatory, ensuring a standard balance between productivity and employee health.
- Standard Hours: The statutory maximum is 48 hours per week. However, employees can choose to “opt-out” of this limit in writing. The universal market standard for office roles is 35 to 40 hours.
- Breaks & Rest Periods: Employees working more than 6 hours are legally entitled to a 20-minute rest break.
- Daily Rest: Employees are entitled to 11 hours’ rest between working days.
- Weekly Rest: Employees must have an uninterrupted rest period of 24 hours each week or 48 hours each fortnight.
- Overtime Rules: There is no legal right to pay for overtime, but an employee’s average pay for the total hours worked must not fall below the National Minimum Wage.
- Executive Exemption: Certain senior roles or those with autonomous decision-making power may have different applications regarding working time limits, though health and safety rules always apply.
Public & National Holidays
The UK observes “Bank Holidays” where most businesses are closed. Payment for these days is a matter of the employment contract, though it is the universal standard for salaried employees to include these in their annual leave entitlement.
- New Year’s Day: 1 January
- Good Friday: Friday before Easter
- Easter Monday: Monday after Easter (England, Wales & NI)
- Early May Bank Holiday: First Monday in May
- Spring Bank Holiday: Last Monday in May
- Summer Bank Holiday: Last Monday in August
- Christmas Day: 25 December
- Boxing Day: 26 December
Note: Scotland has slightly different bank holidays (e.g., 2 January and St Andrew’s Day).
Work Permits & Residence Cards
To work legally in the UK, non-British/Irish nationals must obtain a visa under the Points-Based Immigration System. Employment cannot begin until the visa is granted and the Right to Work check is completed.
Skilled Worker Visa: This is the standard path for professionals. The job offer must be from a Home Office-approved sponsor, meet a minimum salary threshold, and be at an eligible skill level.
Graduate Visa: Students who have completed a degree in the UK can apply to stay and work for 2-3 years without needing a sponsor initially.
Senior or Specialist Worker Visa (Global Business Mobility): For employees being transferred to a UK branch from an overseas part of the same organization.
Eligibility and Sponsorship:
- British and Irish Citizens: Do not require a work permit.
- Non-UK Nationals: Rights are strictly tied to a specific sponsorship or visa category.
- Employer Role: You facilitate the process by providing the necessary details for a Certificate of Sponsorship (CoS).
Probation, Notice Periods & Termination Protection
UK employment law provides protection against unfair dismissal after two years of continuous service. To ensure a termination is legally valid, employers must follow a fair process and have a fair reason.
Probationary Periods
- Maximum Duration: Usually 3 to 6 months. This period is designed for the employer to evaluate an employee’s suitability.
- Termination Notice: During probation, the notice period is often shorter (e.g., one week), as defined in the contract.
Termination of Employment
- Fair Reasons: Redundancy, capability (performance), conduct, statutory illegality, or “some other substantial reason” (SOSR).
- Procedural Fairness: Employers must follow the Acas Code of Practice on disciplinary and grievance procedures.
- Summary Dismissal: Only for gross misconduct (e.g., theft). The employee is dismissed without notice or pay in lieu of notice.
Statutory Notice Periods
- Under 1 month: No statutory notice.
- 1 month to 2 years: 1 week.
- 2 years to 12 years: 1 week for each complete year of service.
- 12 years or more: 12 weeks.
Note: Contractual notice periods often exceed these statutory minimums (e.g., 1-3 months).
Taxes, National Insurance & Social Security in the UK
The UK’s tax system relies on the employer to calculate and remit taxes via the PAYE system. You must submit data to HMRC in real-time (RTI) to avoid penalties.
Employer Payroll Obligations
- Employer National Insurance (NI): Paid on top of gross salary at a rate of 13.8% (above a certain threshold).
- Apprenticeship Levy: A 0.5% tax for employers with an annual pay bill of more than £3 million.
- Workplace Pension: Minimum 3% employer contribution.
Employee Tax Obligations
- Income Tax: Deducted via PAYE based on the employee’s tax code.
- Employee National Insurance: Deducted from the employee’s gross pay.
- Student Loan Repayments: If applicable, these are also deducted via payroll.
Contribution Type | Employer Cost | Employee Cost (Deducted) |
National Insurance | 13.8% | Varies (Approx. 8%) |
Income Tax | 0% (Withholding only) | Varies (20%, 40%, 45%) |
Pension | Min 3% | Min 5% (can opt-out) |
Cost of Hiring in the UK: EOR vs. Own Entity
Choosing between an EOR and establishing a local limited company depends on your headcount and speed-to-market goals.
Employer of Record (EOR)
- Upfront Costs: Minimal. No requirement for local share capital or registration fees.
- Monthly Fees: Typically a flat fee or a percentage of the gross salary.
- Speed: Onboard in days, as the legal infrastructure is already in place.
- Liability: The EOR assumes legal responsibility for payroll and employment compliance.
Own Legal Entity (Limited Company)
- Registration Costs: Low for Companies House filing, but legal/tax advice adds up.
- Overhead Costs: Responsible for accounting, VAT registration, corporate tax, and insurance.
- Speed: Setup takes weeks, primarily due to bank account opening.
Cost Factor | Employer of Record (EOR) | Own Entity (Limited Co) |
Initial Investment | Low | Moderate to High |
Monthly Overhead | Included in EOR fee | Managed separately |
Service Fee | Per employee fee | $0 |
Break-even Point | Cost-effective for small teams | Cheaper for larger scale (10+) |
Hire & Pay Top Talent in the UK with HRBS Global EOR Solution
As your dedicated Employer of Record, HRBS Global allows you to hire and manage a world-class workforce in the UK without a local subsidiary. We assume full legal liability and administrative responsibility, ensuring your expansion is seamless and compliant.
- Rapid Market Entry: Start work immediately with HRBS Global. We take on the legal liability for employment, protecting your business from potential disputes and permanent establishment risks. You can hire without the delays of registering a company or setting up tax accounts.
- Workforce Management: We manage the full employment lifecycle. Our expertise covers everything from creating contracts that satisfy current UK employment laws to handling final settlements and compliant offboarding.
- Payroll & Compliance: Our specialists manage the complexities of local payroll and National Insurance accurately. We ensure all reporting meets current standards, including mandatory digital record-keeping required by authorities.
- Competitive Benefits Administration: We administer both mandatory and specialized packages to help you attract top talent. This includes managing workplace pension auto-enrolment and statutory holiday pay.
Ready to Hire? Do not let administrative hurdles or evolving laws slow down your expansion. Connect with us to secure top talent in the united kingdom immediately.
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EXPAND GLOBALLY WITHOUT BORDERS
Hire, pay, and manage your remote and international teams with compliant, cost-effective EOR solutions.
EXPAND GLOBALLY WITHOUT BORDERS
Hire, pay, and manage your remote and international teams with compliant, cost-effective EOR solutions.
Case Study: How an International Tech Firm Scaled in the UK with HRBS Global
Expanding into the United Kingdom offers access to a top-tier talent pool, but the administrative burden of local compliance can be a significant barrier. This case study highlights how a growing technology company used the HRBS Global model to build a UK team without a local subsidiary.
The Challenge
A software company needed to hire senior developers and sales leads in the UK to support its expanding client base. However, the business faced several hurdles:
- Entity Setup Delays: Registering a local limited company and opening a UK business bank account was estimated to take 8 weeks.
- Compliance Risks: The team lacked expertise in local employment laws and mandatory workplace pension duties.
- Payroll Management: Setting up payroll accounts and managing National Insurance contributions was impractical for a small initial headcount.
The Solution
The firm chose HRBS Global for its expertise in UK employment law and its ability to act as the legal employer. We provided a clear path to market entry:
- Quick Onboarding: By using our established UK legal entity, the client moved from candidate selection to active work in just 3 business days.
- Automated Compliance: We manage all tax filings, pension administration, and statutory benefits, ensuring the client met all local legal standards.
- Protected IP Rights: We provided localized contracts that secured the transfer of intellectual property, a requirement for their proprietary technology.
The Results
Within 12 months, the client successfully built a team of 12 professionals across development and operations. By partnering with HRBS Global, they achieved:
- Cost Savings: Avoided the high upfront costs of legal, accounting, and entity registration fees.
- Risk Reduction: No compliance issues or misclassification risks under local regulations.
- Business Focus: The company’s leadership focused on product growth while we handled the administrative lifecycle.
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Frequently Asked Questions
Explore our FAQs for quick answers and insights about EOR services in the UK.
How does an Employer of Record work in the UK?
An Employer of Record (EOR) serves as the legal employer for your UK-based staff, managing all payroll, taxes, and statutory compliance while you maintain direct control over their daily tasks. The EOR assumes full responsibility for local legal duties, removing the need for you to open a local limited company or register with HMRC. This model ensures your business stays compliant with the Employment Rights Act updates without the administrative burden of entity setup.
What types of roles can be filled through an EOR?
EOR solutions are highly effective for professional roles such as software developers, sales directors, and marketing managers. They are particularly valuable for high-skill sectors like FinTech, AI, and Engineering, where specialized contracts are required to protect intellectual property (IP) and ensure that non-compete clauses align with current UK common law standards.
Is it better to hire a contractor or use an EOR in the UK?
The UK maintains strict Off-Payroll Working (IR35) regulations. If a worker’s engagement functions like an employment relationship, they must pay tax as an employee. An EOR solution removes this misclassification risk by hiring them as a full-time, compliant employee. This protects your business from potential audits and back-tax liabilities.
Is using an Employer of Record (EOR) legal in the UK?
Yes, using an EOR in the UK is a standard and legal practice. To remain compliant, the EOR must correctly manage PAYE (Income Tax) reporting, National Insurance (NI) contributions, and mandatory workplace pension duties. Using an EOR also helps prevent Permanent Establishment risks, which is a key concern for foreign firms.
Are 13th-month salaries mandatory in the UK?
No, there is no legal requirement for a 13th-month salary in the United Kingdom. Payroll typically follows a 12-month cycle. However, to remain competitive in the UK talent market, many employers offer performance-based bonuses or private medical insurance (PMI), which an EOR can administer for you.
Can I terminate an employee through an EOR?
The UK has clear laws regarding fair dismissal. An EOR ensures any termination follows a fair and documented path—including necessary notice periods and statutory payments—to minimize the risk of unfair dismissal claims. This is especially important as new enforcement has increased oversight on holiday pay and dismissal rules.
How quickly can I onboard a new hire in the UK?
With a UK Employer of Record, you can typically onboard a new hire in 2 to 5 business days, provided they have the legal Right to Work. This is a faster alternative to the 6 to 8 weeks usually required to register a new business entity and open a local corporate bank account.