United Kingdom EOR

Direct employment in the UK since 2024. We run PAYE through HMRC, contribute to National Insurance and pension auto-enrolment, and handle the IR35 conversation that catches most U.S. companies off guard.

One contract. Everything statutory, everything optional.

• Direct employment in England, Wales, Scotland, and Northern Ireland
• Registered with HMRC as an employer, with entity details and insurance certificates on request
• PAYE registration and HMRC filings
• National Insurance (employer and employee) contributions
• Pension auto-enrolment with qualifying scheme
• Statutory Sick, Maternity, Paternity, Adoption, Shared Parental and Neonatal Care pay, plus carer's leave
• Right-to-work checks (digital where applicable)
• Employers' Liability insurance at the statutory minimum and above
• Private medical insurance and other benefits as add-ons
• UK GDPR and Data Protection Act 2018 compliant employment data handling

The questions buyers ask in the first call.

Things we handle that other EORs miss.

• 01
  IR35 / off-payroll working rules: if we employ the worker on PAYE, IR35 does not arise. Where a personal service company is in the chain, the status determination is the client's to issue, per engagement, and we build the evidence behind it.
• 02
  Unfair dismissal needs 2 years' service, but whistleblowing, pregnancy and discrimination claims have no qualifying period at all. Termination process matters from day one.
• 03
  Right-to-work checks are digital for most visa types, and a manual check on the wrong document gives you no statutory excuse. We carry the check and the audit trail.
• 04
  Holiday pay averages variable pay (overtime, commission) over the prior 52 paid weeks. Getting it wrong is one of the most common claim triggers in the UK.

Three more countries we own end-to-end.