Employer of record services
in United Kingdom

Yes. We run PAYE income tax and National Insurance contributions, auto-enrol eligible employees into a workplace pension (minimum 8% total contribution, with at least 3% from the employer), and administer statutory sick pay, maternity, paternity, and shared parental pay. We also carry out right-to-work checks, which are a legal requirement for every UK employer before an employee’s first day.

Statutory minimums cover pension auto-enrolment and sick pay, but competitive UK employers typically add private medical insurance, income protection, an enhanced pension contribution above the 3% employer minimum, and additional annual leave beyond the statutory 28 days (inclusive of bank holidays). Hybrid and remote work flexibility remains a strong differentiator in the UK hiring market.

Statutory minimum notice under the Employment Rights Act is one week for each year of continuous service, up to a maximum of 12 weeks, though contracts often specify longer notice for senior roles. Employees generally need two years’ continuous service to bring an unfair dismissal claim, but discrimination and certain other claims have no service requirement, so fair process matters regardless of tenure.

Employees can typically be onboarded within a few days to a week once right-to-work checks and bank details are confirmed, compared with the several weeks needed to register a UK company with Companies House, set up PAYE with HMRC, and establish a compliant payroll and pension scheme. For a first UK hire or a small commercial presence, this is usually the deciding factor in favor of an EOR.

Incorporating and registering a UK entity for payroll, PAYE, and pension auto-enrolment is achievable but takes weeks and creates ongoing filing obligations with HMRC and Companies House. An EOR lets you employ UK staff immediately under an existing compliant structure, which is typically the more efficient route unless you’re planning a substantial, permanent UK operation.