Hire employees in the United Kingdom without a local company.
UK EOR: PAYE payroll, National Insurance, workplace pensions, UK employment law 2026, right to work. Onboard in 2–3 days. No UK Ltd required.
The UK (England, Scotland, Wales, and Northern Ireland) is a leading centre for finance, technology, life sciences, and professional services. London is Europe's largest financial hub; Manchester, Birmingham, Edinburgh, and Belfast offer deep talent pools. Hiring triggers PAYE, National Insurance, pension duties, and strict right-to-work rules ideal for a UK EOR partner.
Capital
London
Currency
Pound sterling (GBP)
Languages
English
Population
67M+
Ease of doing business
Global hub
Payroll frequency
Monthly
VAT standard rate
20%
Timezone
GMT / BST
A UK Employer of Record employs your hire on its PAYE scheme. You direct the work; we handle the employment contract, HMRC reporting, NI, pensions auto-enrolment, and core HR compliance. Suited for companies that want UK employees without registering their own limited company immediately.
Overseas companies testing the UK market, scaleups opening a London pod, enterprises needing compliant PAYE for remote British workers, and HR teams that want speed without entity setup.
The UK offers English-speaking talent, respected universities, and a large flexible labour market. Time zones bridge North America and Asia-Pacific for global operators.
Employment is regulated by statute (Employment Rights Act 1996, Working Time Regulations 1998, Equality Act 2010, etc.) and supplemented by case law. HMRC enforces PAYE in real time (RTI). Pension auto-enrolment is mandatory for eligible workers. UK EOR and payroll outsourcing must get all of this right on every run.
Post-Brexit, EU nationals need immigration status that allows work; British citizens remain free to work. Right-to-work checks are a strict liability area for employers.
Beyond salary, UK employment brings tax, NI, pension, and statutory entitlements. We administer these through our UK EOR payroll.
Income tax and employee Class 1 NI deducted at source; employer NI calculated and reported to HMRC via RTI.
Automatic enrolment into a qualifying pension scheme when eligibility thresholds are met, with employer contributions.
Administration of Statutory Sick Pay (SSP), maternity, paternity, adoption, and shared parental pay where employees qualify.
Paid annual leave (minimum 5.6 weeks), rest breaks, and other Employment Rights Act 1996 entitlements.
Core obligations under UK statute and HMRC rules for employers.
Tribunal claims and HMRC penalties can follow payroll errors or unfair process. UK EOR reduces operational risk when delivered by specialists.
Balance speed against employer on-costs.
PAYE accuracy, pension compliance, and responsive HR support.
Fast starters once right to work and payroll data are in place.
RTI submissions, tax codes, and NI handled by payroll experts.
Contracts, probation, and leavers managed to a professional standard.
We are the UK employer for your nominated staff.
Compare PAYE depth, pension handling, and support not logo size.
| Feature | Jackson & Frank | Deel / Remote / Papaya |
|---|---|---|
| Onboarding speed | 2–3 days | 5–14 days |
| UK PAYE & RTI | Own UK employer | Varies |
| Pension auto-enrolment | Managed | Often add-on |
| Right to work | Checks documented | Varies |
| Transparent pricing | Included | Often extras |
Payroll, pensions, and HR for your British workforce.
Monthly payroll, tax codes, student loans, NI, RTI Full Payment Submission, and year-end reporting.
Contracts, changes, disciplinaries, and leavers in line with UK practice.
Auto-enrolment assessments, enrolment, contributions, and re-enrolment cycles.
Salary sacrifice and benefits in kind reporting where applicable (P11D process).
National Living Wage checks, holiday accrual, apprenticeship levy where liable.
Right to work first; sponsorship where licensed and eligible.
We complete Home Office-compliant checks (including online services and share codes) before employment starts and maintain evidence for audits.
Where we hold a sponsor licence and the role meets skill and salary thresholds, we can assign Certificates of Sponsorship. Immigration rules change confirm eligibility for each hire.
EU citizens need status under the EU Settlement Scheme or another visa route allowing work. We verify documentation accordingly.
From agreement to first PAYE pay run.
Sign master agreement; share candidate details, salary, and start date. We verify right to work.
Issue employment contract / statement of particulars; collect P45 or starter checklist; set up PAYE and pension assessment.
Employee starts; first pay run on your agreed schedule with payslip and RTI submission.
Full PAYE operation so HMRC receives accurate RTI.
Manage your UK team alongside other countries.
View UK headcount, costs, and payroll status.
Starters, changes, and leavers with audit trail.
Exports for finance and management accounts.
Employment tribunals and HMRC both demand evidence.
RTI on time, correct tax codes, student loans, and postgrad loans.
Policies and process aligned with Equality Act and unfair dismissal risk.
Right-to-work evidence, contracts, and holiday records retained appropriately.
Compare EOR with incorporating a UK Ltd.
| Aspect | UK EOR | UK limited company |
|---|---|---|
| Time to first hire | 2–3 days | Weeks to months |
| Setup cost | Monthly fee + pass-through | Incorporation, accounting, PAYE scheme |
| Compliance risk | EOR as employer | Your statutory duties |
| Ongoing admin | EOR-led payroll & HR | Your team or bureau |
UK hiring at any scale.
IR35 and off-payroll working for PSCs and consultancies.
UK contractors often trade through personal service companies. Medium and large clients must assess IR35 status and may operate PAYE on deemed employment income. We help separate contractor programmes from EOR employees.
Leave, dismissal, bank holidays, onboarding, and right to work aligned with UK employment law 2026 context.
Full-time workers are entitled to 5.6 weeks’ paid holiday per year (statutory minimum). Many contracts show this as 28 days inclusive of bank holidays, or 20 days plus bank holidays both can be compliant if the total meets 5.6 weeks. Part-time workers receive a pro-rated entitlement. Accrual during maternity and other leave may continue in part apply current rules. Our UK EOR tracks balances and approvals.
Statutory Sick Pay is payable when eligibility criteria are met (including waiting days and average earnings threshold). Employers may offer enhanced sick pay. Fit notes and reporting procedures should be documented.
Maternity, paternity, adoption, shared parental, and parental bereavement leave have statutory notice and pay rules. We coordinate payroll during leave periods.
Benchmarks for workforce planning confirm NLW/NMW rates each April.
2–3 days
Time to hire (with EOR)
Annual uprating
NLW / NMW
5.6 weeks
Statutory holiday
PAYE bands
Income tax
UK employment law and tax thresholds change with Budgets and regulations. UK EOR keeps your payroll and HR aligned with current rules.
Quick answers on cost, timeline, legal risks, and contracts for Employer of Record in the United Kingdom.
UK EOR pricing typically includes a monthly management fee per employee plus gross salary, employer National Insurance, workplace pension contributions (auto-enrolment where applicable), apprenticeship levy if relevant, and employer costs. Income tax and employee NI are deducted via PAYE. At Jackson & Frank we offer transparent pricing. Book a demo for a custom quote.