Compare the Best UK Employer of Record (EOR) Services
The United Kingdom is one of the most competitive markets for Employer of Record (EOR) service providers globally. As such, there’s fierce competition and lots of EOR firms to choose from. We created this Best UK EOR expert guide to help you understand the local market landscape, what to look out for and provide you with the tools to easily compare the best UK Employer of Record services.
Compared to providers like Deel, G-P and Remote, UK-focused EORs such as Agility EOR and Black Piano prioritise hands-on local HR support and UK payroll expertise over platform automation and self-service processes.
If you’re comparing providers across multiple countries, you may also want to review our best global Employer of Record services to see how international EORs perform beyond the local market.
Hire in the UK without an entity & compare EOR pricing. Real-time, 24/7 & for free.
Quick Verdict: Best 10 EOR Services in the UK
Based on a weighted analysis of global EOR capabilities (40%) and UK on-the-ground execution (60%), these are the best Employer of Record services in the United Kingdom for 2026.
Ø price p.m.
4.5/5
4.7/5
Ø price p.m.
4.3/5
4.6/5
Ø price p.m.
4.1/5
4.6/5
Ø price p.m.
4.3/5
4.4/5
Ø price p.m.
4.0/5
4.5/5
Ø price p.m.
3.8/5
4.5/5
Ø price p.m.
3.9/5
4.4/5
Ø price p.m.
3.9/5
4.4/5
Ø price p.m.
4.3/5
4.1/5
Ø price p.m.
3.5/5
4.5/5
Why Trust Our Best UK EOR Comparison
We are 100% independent. Employsome is not owned by any EOR provider. Our assessments highlight both strengths and weaknesses so employers can make a real, unbiased decision.
We score EORs based on actual data points. Every provider is evaluated using our Global EOR Score and our UK On-the-Ground Score. By doing so, we measure pricing transparency, service quality, platform capability, contract terms, local compliance, HR support and how well the provider actually delivers EOR services inside the UK.
Verified UK EOR data. We independently review each provider’s UK operations including entity ownership. We verify documentation, cross-check registry details and review sample onboarding flows, payslips, and timelines.
Built by people who ran EORs. Employsome was created by former EOR operators who have managed global payroll, UK employment compliance, and cross-border hiring at scale. We know where EORs typically overpromise and where gaps in onboarding or payroll actually appear. Our mission is to bring transparency, accuracy and true industry expertise to a market that often lacks all three.
In-Depth Review: Best 10 EOR Services in the UK
Deel is one of the most recognized global EOR providers, with a strong local presence in the UK and advanced data security. They handle a range of services such as payroll, employee benefit administration, HR tech, and automation in over 150 countries.
Global
Ø Fee per Employee per Month, First Year
- Enterprise-grade software
- Global country coverage
- Add-on services beyond EOR
- Great price-for-value
✓ Global Coverage & Services (4.6/5): Deel provides EOR services in 150+ countries, operating through 120+ wholly owned legal entities (including Germany, UK, Spain, Australia, Canada, India, and UAE). Services include compliant employment contracts, payroll, statutory filings, terminations, country-specific benefits, immigration support, background checks, equipment provisioning via Deel IT, equity & stock option administration, and access to 200+ in-house legal experts covering local employment law.
✓ Pricing & Transparency (4.1/5): Public EOR pricing starts at USD 599 per employee/month (discounted to USD 499 in the first year in some markets). Contractor management is USD 49/month, and Deel HRIS is free. Security deposits of 1–3 months of gross salary apply in most countries. FX fees are borne by the transacting party. Optional add-ons (Deel Engage, Deel IT, time tracking) increase total cost as teams scale.
✓ Payment & Contract Terms (4.5/5): Deel offers month-to-month EOR contract flexibility with no long-term minimum commitment. Deposits are required in many countries and typically refunded within 60 days after contract termination. Payments are processed via regulated PSPs in multiple currencies. Deel Shield provides contractor misclassification protection covering up to USD 25,000 in legal costs per contractor.
✓ Customer Experience & Support (4.3/5): Deel provides 24/7 in-house chat support, with a 4.8/5 Trustpilot rating across 7,000+ reviews. Dedicated customer success managers are assigned to larger accounts. Payroll and compliance guidance is supported by Deel AI, with onboarding completed in 2–3 business days in many countries. Support is efficient but less white-glove for very small teams.
✓ Platform & Integrations (4.8/5): Deel offers a modern, self-service global HR platform with 120+ native integrations (including Workday, BambooHR, Personio, Greenhouse, QuickBooks, Xero, NetSuite, Slack, and Microsoft Teams). Supports bi-directional HRIS syncing, open API, Zapier automation, and can function as a standalone global HRIS with onboarding, PTO, documents, org charts, and compliance monitoring.
4.5/5
✓ Entity Ownership (5/5): Deel operates through its own UK legal entity, Deel Services Limited (Company No. 12469347), enabling direct employment without reliance on subcontractors.
✓ Onboarding Speed (5/5): One of the fastest onboarding processes in the UK, with employees often onboarded within 48 hours once documentation is complete.
✓ On-Site HR Support (4.5/5): Strong UK-based HR and payroll expertise available, with fast escalation for employment and compliance issues.
✓ Visa & Work Permit Support (4.5/5): Immigration and sponsorship support available for common UK work routes, including Skilled Worker visas, depending on role eligibility.
✓ In-Country Compliance (5/5): Excellent compliance coverage for UK employment law, including PAYE, National Insurance, pension auto-enrolment, termination rules, and IR35-related considerations.
✓ Local Add-Ons (4.5/5): UK-specific benefits administration supported, alongside equity tooling, expense management, and equipment provisioning through the Deel platform.
4.7/5
Own legal entity in the UK: Deel operates through its subsidiary Deel UK Ltd., allowing fully compliant employment without third-party intermediaries, a major advantage over partner-based UK EORs.
Best-in-class software platform including HRIS, PEO, and payroll: Offers automated UK RTI filing, digital contract generation, employee self-service, and integrated HR tools not commonly found in UK-focused EORs.
Fast onboarding (often within 48 hours): Standardized UK-compliant workflows significantly reduce the typical UK onboarding timeline
Strong UK compliance and tax handling: Covers PAYE, NI contributions, pension auto-enrolment, HMRC submissions, and statutory benefits.
Lack of personalization with less human touch: Deel’s automation-first model means fewer dedicated UK HR advisors compared to hands-on providers like Black Piano or local employment law specialists
Limited ability to customise complex UK benefits packages: Some industry-specific or senior-level benefit structures require manual exceptions not supported natively in the platform.
No physical UK office presence for in-person HR support: All support is remote; Works Council / union engagement may require additional local advisors
- Fast-scaling companies with global ambitions, especially those in digital, tech, or remote-first industries.
- Enterprises valuing compliance when entering or hiring in the UK, who are also looking for a scalable, global EOR partner beyond the UK.
Pebl (formerly Velocity Global) is an AI-powered Employer of Record platform founded in 2014 that helps companies hire, pay, and manage employees in 185+ countries without setting up local entities. They operate through 65 owned entities and third-party partners, offering services including EOR, contractor management, global payroll, and immigration support. Pebl is known for its compliance expertise, holding more employment licenses than any other EOR provider and serving over 1,500 customers including Fortune 500 companies like LastPass, Crunchbase, and Linksys.
Global
Ø Fee per Employee per Month, First Year
- Strong global entity infrastructure
- Transparent (but high) pricing
- Extensive immigration offering
✓ Global Coverage & Services (4.2/5): Leading global EOR coverage across core hiring markets with consistent, high-touch onboarding support. 65 own entity worldwide and 35 local partners. Well-suited for standard international hires, though invoicing and payroll complexity has been reported once companies operate across multiple markets.
✓ Pricing & Transparency (4.5/5): Clear and predictable pricing with good upfront cost visibility. Significant migration credits when transitioning from another EOR. Only downside: 3% FX markup & high bank wire fees.
✓ Payment & Contract Terms (4.2/5): Open-ended contracts without minimum commitments. Payroll cut-off on the 10th of each month with invoice issued on the 20th, payment due in 7 days. Standard, overall. If one commits to a one-year annual contract, then monthly fee drops to $599 instead of $699,
✓ Customer Experience & Support (4.3/5): 24h SLA in response times. Solid responsiveness for day-to-day operations, handled through off-shore support teams. No support offered via WhatsApp.Teams in 65+ countries, 43 languages spoken, with local experts who help you hire and support talent.
✓ Platform & Integrations (4.3/5): Modern platform designed to handle the basic EOR workflows. However, by far not as strong as its competitors. It feels Pebl is still playing “catch-up”. Integration ecosystem is solid but not as extensive as larger enterprise HR suites.
4.3/5
✓ Entity Ownership (5.0/5): Operates through an owned UK entity.
✓ Onboarding Speed (4.5/5): Typically 2–5 business days.
✓ On-Site HR Support (4.5/5): Local HR and payroll specialists available.
✓ Visa & Work Permit Support (4.5/5): Advisory-level immigration support.
✓ In-Country Compliance (4.5/5): Strong handling of PAYE, NI, pensions, and UK employment law.
✓ Local Add-Ons (4.5/5): Benefits and compliance support.
4.6/5
Pebl is a strong fit for mid-sized to enterprise companies that need a reliable, compliance-first EOR with deep UK expertise and don’t mind paying a premium for it. If you’re hiring roles that require immigration support, such as Skilled Worker visas, Pebl’s global mobility team is one of the more experienced in the market. It’s also well-suited for companies in regulated industries (finance, healthcare, engineering) where compliance and legal accuracy matter more than speed or cost. Less ideal for early-stage startups watching every dollar or teams that want a fully self-serve, tech-forward experience. If budget is tight or you only need one or two UK hires, Remofirst or Deel will get you there faster and cheaper.
Teamed is another UK-HQ EOR provider, focused on transparent pricing and helping companies expand into Europe. They specialize in multi-country payroll services, compliance support, and benefit administration in over 180 countries.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (3.9/5): Teamed provides EOR services in ~40 countries, primarily through in-country partner model . Coverage is focused on core hiring markets, with execution quality depending on local partners. Service breadth is narrower than large global EOR providers.
✓ Pricing & Transparency (4.0/5): Pricing is provided upfront after consultation. Average pricing is ~$540 per employee/month, with no setup fee, no VAT, and mostly no FX markup. A security deposit equal to one month of total employment cost applies.
✓ Payment & Contract Terms (4.2/5): No minimum commitment. Standard notice periods apply (e.g. 60 days in the Netherlands). Invoices are issued around the 17th of the month with 7-day net payment terms. Payroll cut-off is typically the 10th of the month. Late payment interest applies at 4% p.a..
✓ Customer Experience & Support (4.4/5): White-glove, service-led model with dedicated account managers, phone support, onboarding and termination assistance, and typical first response times within 24 hours. Support quality is a core strength.
✓ Platform & Integrations (4.0/5): Provides core HRIS functionality including contracts, time off, expenses, cost calculators, and reporting dashboards. Lacks mobile apps, zero-touch onboarding, and native HRIS/ATS/accounting integrations.
4.1/5
✓ Entity Ownership (5.0/5): Operates through Teamed Limited (Company No. 11671583), enabling direct UK employment.
✓ Onboarding Speed (5.0/5): Very fast onboarding, often within 24 hours.
✓ On-Site HR Support (4.5/5): Strong local HR and payroll expertise with transparent fees and low minimum commitments.
✓ Visa & Work Permit Support (4.0/5): Immigration support available for standard UK routes.
✓ In-Country Compliance (4.5/5): Strong compliance with UK employment law and payroll regulations, including IR35/off-payroll working considerations.
✓ Local Add-Ons (4.5/5): Cryptocurrency payment options and enhanced legal protection for contractor engagements.
4.6/5
Local infrastructure: Own UK local entity and based in the UK.
Transparent pricing: Public pricing page lists all key prices.
Client-centric contract terms: No set-up fees or minimum commitment requirements.
Payroll inflexibility: No off-cycle payments
More limited platform: No software integrations
Teamed is best for UK-based companies that are seeking simplicity and transparency in an EOR, primarily looking to expand into Europe, which is where Teamed is primarily focused.
Borderless AI strike our team as a no-nonsense, bold, EOR brand. While relatively new compared to some other providers, their team came across as highly confident, direct, and focused on their own strengths rather than wasting time criticizing competitors. They give a clear message of speed, efficiency, and transparency.
Their pricing model stands out immediately: transparent, low fees paired with a price-match guarantee. That combination is unusual in the EOR space, where hidden costs and vague explanations are common. At the same time, they strongly emphasized operational efficiency, highlighting 3–5 day payroll processing and highly-flexible cutoff times up until the 27th of the month, which few other providers claim to match.
One of the most striking promises was their claimed 5-minute first response time and 2.5-hour SLA response time, which, if true, makes them one of the fastest responders in the industry. Combined with their automation, AI capabilities, clear pricing, and speed, the overall experience felt efficient and unusually straightforward compared to most providers I’ve spoken with.
Borderless comes across as a confident, transparent, and highly efficient EOR provider. Their mix of low pricing, rapid turnaround, and compliance credibility makes them a difficult competitor to match.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (4.3/5): EOR and contractor services across a wide range of global markets, with add-ons such as global payroll, contractor of record, immigration support, insurance, equipment provisioning, and entity setup. Coverage depth is solid but still less mature than large incumbents.
✓ Pricing & Transparency (4.0/5): No security deposits required and generally transparent pricing, though country-specific pricing is not fully public and cost predictability can vary for complex multi-country setups.
✓ Payment & Contract Terms (4.5/5): No minimum contract commitment, flexible payroll cut-off (26th of the month), fast payment terms (5 days from invoice), and contracts generated quickly through AI-driven workflows.
✓ Customer Experience & Support (4.5/5): Dedicated account managers, very fast first-response times, strong onboarding and termination support, proactive compliance alerts, and AI-assisted support tools, but less suited for traditional phone-heavy enterprise support models.
✓ Platform & Integrations (4.0/5): Advanced HR platform with zero-touch onboarding, misclassification assessment, cost calculators, reporting dashboards, and mobile access, while native HRIS, ATS, and accounting integrations are still limited.
4.3/5
✓ Entity Ownership (4.5/5): Operates through its own UK legal entity, enabling direct employment without subcontractors and clearer accountability for payroll and compliance.
✓ Onboarding Speed (4.5/5): Fast onboarding, typically completed within 3–5 business days once documentation is in place, supported by AI-driven contract generation.
✓ On-Site HR & Local Support (4.0/5): Strong UK-focused HR and payroll support via digital channels with clear escalation paths, though limited physical, on-site HR presence.
✓ Visa & Work Permit Support (4.5/5): Immigration and visa guidance available for common UK work routes, subject to role eligibility and local requirements.
✓ In-Country Compliance (4.5/5): Solid compliance coverage across PAYE, National Insurance, pensions auto-enrolment, statutory notices, and termination handling.
✓ Local Add-Ons (4.5/5): UK-specific benefits administration, contractor services, insurance support, equipment provisioning, and payroll add-ons available through the platform.
4.4/5
Global Payments Capability: Automated payment infrastructure supports multi-currency payroll efficiently, helping companies pay UK employees and contractors seamlessly alongside their global teams.
Broad Coverage & Compliance Tools: Offers compliance checks and local UK employment contract generation built into the platform, easing administrative burden for UK hires without needing heavy in-country legal support.
Immigration/Work Permit Support Is Basic: Visa and work permit assistance is generally advisory and not as deep as specialised UK immigration providers.
Less White-Glove Local Support: Because Borderless AI leans on automation, it may offer less personalised, on-the-ground HR guidance in the UK.
Borderless AI is best for companies looking for efficient, no-nonsense service with a focus on compliance. You will hire your team through their own legal entity, offering clear, cost-effective pricing and quick payroll.
RemoFirst is an EOR provider operating in over 150 countries, leveraging a local partner for UK compliance, ThisWorks. While they don’t have a local entity in the UK, their partner is highly experienced, allowing them to offer affordable, bespoke employment solutions to companies employing in the UK.
Global
Ø Fee per Employee per Month, First Year
- Low cost provider
- Extensive global coverage
✓ Global Coverage & Services (4.0/5): Broad global reach across 100+ countries delivered exclusively through a partner network rather than owned entities. Besides Papaya Global, no other EOR is operating like this. Based on our research, local partners selected by RemoFirst are strong (e.g. ThisWorks for Europe).
✓ Pricing & Transparency (4.5/5): One of the most transparent and affordable EOR pricing models on the market, with no setup or termination fees. However, pricing for mature markets such as Canada, UK, Germany or Spain are significantly higher (min. $399). Overall cost predictability remains a key strength.
✓ Payment & Contract Terms (4.0/5): Flexible contracts with no long-term commitments, fair payroll cut-off timelines, and support for multiple invoice and payout currencies (keep mind that an FX markup may apply in this case).
✓ Customer Experience & Support (3.6/5): Startup- and SMB-friendly support model with dedicated account managers. Day-to-day support handled via ticketing system which is responsive, but complex cases and peak periods may see slower resolution since they rely on local partners’ response times.
✓ Platform & Integrations (4.0/5): Modern, intuitive platform withautomated payroll workflows. However, advanced reporting, integrations to enterprise HCMs, and customization for complex organizational structures are more limited than with larger, enterprise-grade EORs.
4.0/5
✗ Entity Ownership (3.5/5): RemoFirst operates through a vetted local partner in the UK rather than an owned entity. Partner has established UK employment expertise and compliance systems.
✓ Onboarding Speed (5/5): Same-day onboarding available through RemoFirst’s streamlined platform. Fast contract generation and efficient setup in UK’s straightforward regulatory environment.
✓ On-Site HR Support (4.5/5): Strong local UK partner handles employment operations. Excellent support coordinated through dedicated account managers with 24/5 availability.
✓ Visa & Work Permit Support (4.5/5): UK accepts EOR sponsorship for Skilled Worker visas. RemoFirst offers visa services in 85+ countries with strong UK coverage.
✓ In-Country Compliance (5/5): Excellent compliance coverage for UK employment law including PAYE, National Insurance contributions (employer 13.8%), pension auto-enrolment (minimum 3% employer), statutory sick pay, and IR35 considerations.
✓ Local Add-Ons (4.5/5): Supports UK statutory benefits including auto-enrolment pension (can enhance above 3% minimum), statutory sick pay, and maternity/paternity pay. Can administer private medical insurance (PMI), dental and optical coverage, life insurance (death in service), income protection, cycle to work scheme (tax-efficient), electric vehicle salary sacrifice schemes, enhanced pension contributions, and employee assistance programs (EAP). Equipment provisioning available.
4.5/5
Effective platform: Simple, effective, software solution, without the add-ons of some other providers that increase the solution cost.
Service orientation: Highly-rated customer support
SME-focused pricing: EOR services at a market-leading price ($199+).
Sub-contracting: No local entity in the UK, which means if anything goes wrong, you are dealing with the partner they outsource to.
Limited add-on services: To keep prices down, RemoFirst offers a simple EOR service without add-ons like company incorporation and recruitment.
Some ‘hidden’ costs: High foreign exchange fees (2%).
RemoFirst is best suited to small/medium software companies that are happy with a software-first approach for hiring small teams in the UK. However, companies should make sure they add up all the costs of using RemoFirst in the UK. The extra 2% FX fee can increase the cost significantly.
G-P is one of the most well-known EOR providers, with a long-established presence in the UK and offering global support in more than 150 countries. They have an excellent track record for compliance and are known for their user-friendly interface and extensive global reach for hiring in a wide range of countries.
Global
Ø Fee per Employee per Month, First Year
- White-glove services (with premium price-tag)
- Enterprise-grade software
✓ Global Coverage & Services (4.5/5): EOR services across 125+ countries, covering compliant employment contracts, payroll processing, statutory filings, terminations, and benefits administration. Supports contractor management (USD 39/month per contractor), global payroll, immigration and visa services, insurance and pension support, background checks, equipment procurement, and equity & stock option administration.
✓ Pricing & Transparency (3.0/5): EOR pricing typically ranges around USD 940 per employee/month plus a one-time setup fee of USD 2,820. Security deposits of 1–2.5 months of total employment cost apply depending on credit checks. FX markup estimated at ~3%. Pricing is sales-led only, with no public or self-serve country-level cost breakdowns.
✓ Payment & Contract Terms (3.0/5): Enterprise-leaning contract structures, often requiring longer minimum commitments (up to 12 months). Invoices are issued around the 15th of the month with net-7 payment terms. Late payments incur 5% interest. Offboarding fees of USD 1,000 may apply. Contracts are standardized, compliance-driven, and relatively rigid.
✓ Customer Experience & Support (4.5/5): Enterprise-grade, consultative support model with dedicated account managers, live chat (≈2-minute first response), phone support, onboarding and termination assistance, compliance alerts, and AI-supported guidance. Strong depth across HR, legal, and compliance topics.
✓ Platform & Integrations (4.0/5): Stable enterprise platform covering payroll, employment documents, time-off, expenses, reporting, and compliance workflows. Includes G-P Assist AI. SOC 2 and ISO 27001 certified. Integrations available with major HRIS/HCM systems (Workday, SAP SuccessFactors, UKG, BambooHR, HiBob). Reliable, but less automation-heavy than newer tech-first platforms.
3.8/5
✓ Entity Ownership (5/5): G-P operates through its own UK legal entity, Globalization Partners Limited (Company No. 08799489), enabling direct employment without reliance on subcontractors.
✓ Onboarding Speed (4.5/5): Fast onboarding in the UK market, typically within days once documentation is complete. Straightforward employment registration process.
✓ On-Site HR Support (4.5/5): Strong UK-based HR and payroll expertise available through G-P’s regional hub. Fast escalation for employment and compliance issues.
✓ Visa & Work Permit Support (4.5/5): Immigration and sponsorship support available for common UK work routes, including Skilled Worker visas. G-P can sponsor as the legal employer.
✓ In-Country Compliance (4.5/5): Excellent compliance coverage for UK employment law, including PAYE, National Insurance, pension auto-enrolment, termination rules, and IR35-related considerations.
✓ Local Add-Ons (4.0/5): UK-specific benefits administration supported, alongside equity tooling, expense management, and equipment provisioning through the G-P platform.
4.5/5
Own entity: G-P operates through its own UK legal entity, enabling direct employment without third-party intermediaries and offering stronger SLA control.
Global brand recognition: One of the largest EOR providers globally, with more than 2,000 employees, 180+ supported countries, and strong enterprise adoption.
Compliance-focus approach: UK hiring runs under a mature compliance framework, including PAYE, RTI submissions, statutory benefits, and strict adherence to UK employment law and IR35 classification rules.
High onboarding & offboarding fees: Larger fee structures compared with mid-market EOR competitors, especially for setup, termination, and worker transitions.
Platform quality: Platform is functional but behind leading EOR software competitors on automation depth, integrations, and workflow flexibility.
Premium pricing: UK employment packages often sit at the upper end of the market, making G-P less attractive for SMBs or cost-sensitive teams compared with newer entrants.
Best for large, US-based enterprises looking for a high-touch service and willing to pay premium fees for peace of mind.
Agility is a UK-headquartered employer of record founded in 2023 by industry veterans Sam Barnes, Daniel Masters, and Scott Winter. The company positions itself as a service-first alternative to the larger, technology-heavy EOR players, emphasizing personalized support and bespoke solutions over automated workflows. Operating through a network of trusted partners, Agility covers claims to cover 160+ countries globally but in realtiy they operate in 35 countries while having a deep focus on their home market the UK.
For the UK market specifically, Agility operates through their own legal entity (Agility EOR Limited, registered in England and Wales) and has built strong expertise in PAYE, HMRC compliance, and the nuances of UK employment law. Their London-based team handles everything from contract drafting to pension auto-enrollment, making them a solid choice for companies seeking a hands-on partner rather than a self-service platform.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (3.8/5): Strong coverage across Europe with in-country HR advisory for compliance, terminations, and audits. Visa and work permit support included. Country-specific benefits administration available. Coverage breadth is moderate outside core regions. Limited contractor-first or equity-related services. No equity management, global equity tools, or contractor-management functionality.
✓ Pricing & Transparency (4.0/5): Clear, quote-based pricing with consistent structure across markets. Setup fee disclosed upfront (GBP 500 / USD 670). No FX markup, VAT, or hidden payroll processing fees. No early termination or offboarding fees. No public pricing calculator. Custom quotes add friction for fast-scaling teams. Pricing above average of other providers.
✓ Payment & Contract Terms (4.0/5): No minimum commitment required. Clearly defined payroll cut-off (7th of month). Legally vetted, localized contracts per country. Long notice period (90 days). Limited payment methods (bank wire only, GBP-focused). Deposits of one month gross salary + employer taxes apply.
✓ Customer Experience & Support (4.5/5): Dedicated account manager included. Strong experience handling complex employment cases. WhatsApp and phone support available. Responsive first response times (≤12 hours). No live chat. No compliance alerts or AI-driven support. Support model is manual and region-dependent.
✓ Platform & Integrations (3.2/5): Functional portal for payroll, contracts, and documents. Not a modern HRIS platform. No advanced automation (time-off, cost analytics, WFM, API). No deep integrations (e.g., ATS, ERP, HRIS). UI and UX less polished than competitors.
3.9/5
✓ Entity Ownership (5/5): Agility operates through its own UK entity (Company No. 14277130), registered in England and Wales, enabling direct employment. London-based team provides home market advantage with deep local expertise.
✓ Onboarding Speed (4.5/5): Fast onboarding with personalized touch—can have employees working within days. Personalized contract review calls ensure thorough setup, though hands-on approach may take slightly longer than fully automated platforms.
✓ On-Site HR Support (5/5): UK-based specialists with direct phone access and native English speakers. Deep expertise in UK employment law nuances that offshore providers often miss. Dedicated account manager included.
✗ Visa & Work Permit Support (3.5/5): Guidance on work permits and visas provided, but Agility is not a licensed sponsor. Cannot directly sponsor Skilled Worker visas, guidance only.
✓ In-Country Compliance (4.5/5): Strong PAYE/HMRC expertise, RTI (Real Time Information) submissions, National Insurance contributions, and termination requirements. Deep understanding of UK employment law including statutory sick pay, redundancy procedures, and settlement agreements.
✓ Local Add-Ons (3.5/5): Supports statutory benefits including pension auto-enrolment (compliant with The Pensions Regulator requirements), statutory sick pay, and maternity/paternity pay. Can administer private medical insurance and life insurance. Less extensive add-on options than larger providers, no equity management tools or advanced benefit platforms.
4.4/5
Service-first philosophy: Direct access to human experts via phone, not just chatbots or ticketing systems. Each client gets a dedicated account manager who stays with them throughout the relationship.
UK-headquartered with local expertise: Deep understanding of PAYE, HMRC requirements, statutory entitlements, and UK employment law nuances that offshore providers often miss.
Transparent, fixed monthly pricing: One predictable cost with no hidden add-ons or surprise fees. They agree professional fees upfront based on your specific needs.
Flexible and bespoke approach: Employment contracts are reviewed together with clients rather than generated through automated templates. They tailor solutions rather than forcing you into standardized workflows.
Honest about limitations: If they do not believe they can offer the best solution for a specific territory, they will tell you. This transparency is rare in an industry where providers often overstate their capabilities.
Partner-based model outside UK: While they have a UK entity, global coverage relies on a network of local partners, which can introduce inconsistency in service quality across markets.
Smaller scale operation: Founded in 2023 and unfunded, they lack the resources and infrastructure of larger players like Deel or Remote. Not ideal if you need to scale rapidly across many countries.
Limited technology features: The platform is functional but basic compared to tech-forward competitors. No advanced automations, extensive integrations, or AI-powered tools.
Quote-based pricing: No public pricing available, requiring sales conversations to understand costs. This lack of transparency makes comparison shopping difficult.
Minimal public reviews: As a newer, smaller provider, there is limited independent feedback on platforms like G2 or Trustpilot to validate their claims.
Agility EOR is best suited for small to mid-sized companies who value personal relationships over self-service technology. If you want a dedicated account manager who will pick up the phone and walk you through UK employment nuances, Agility delivers. They are particularly strong for companies making their first UK hire and wanting hands-on guidance through the process. Professional services firms, tech companies, and non-profits who appreciate bespoke solutions rather than cookie-cutter approaches will find their style appealing.
Not ideal for: Companies planning rapid multi-country expansion, those who prefer fully automated self-service platforms, or organizations needing advanced technology integrations. If you are scaling to 50+ employees across 10 countries, you will likely outgrow Agility’s boutique approach. Startups with tight budgets should compare their quote-based pricing carefully against transparent providers like Remofirst or Deel before committing.
Black Piano positions itself as a UK-based boutique global payroll and EOR provider focused on compliant hiring and hands-on operational support. While it does not market itself as aggressively as larger players, it appeals to companies prioritizing personalized service, clear cost structures, and operational reliability over flashy software.
Its footprint relies on a mix of owned entities and vetted partners; verification varies by country and should be confirmed during diligence. Software is functional but limited in automation depth. Pricing is competitive, especially for companies scaling gradually across multiple markets.
Local
Ø fee per employee per month, first year
✓ Global Coverage & Services (3.5/5): India-focused EOR and employment delivery with integrated recruitment and staff augmentation. Covers compliant employment, payroll, statutory filings, benefits administration, equipment provisioning, and local HR support. No broad multi-country EOR coverage and limited immigration support.
✗ Pricing & Transparency (4.5/5): All-inclusive monthly pricing covering salary, taxes, benefits, equipment, and service fees. No setup or onboarding fees and no hidden FX markups. However, pricing is not publicly listed and requires custom quotes, with total cost varying by role and seniority.
✓ Payment & Contract Terms (3.5/5): Flexible contract terms with no long-term commitments. Monthly billing aligned with payroll cycles and direct contract negotiations. Limited publicly available documentation on notice periods, deposits, and termination mechanics.
✓ Customer Experience & Support (4.0/5): High-touch service model with consistent account management and local HR teams in India. Strong operational stability with 98% staff retention over the last 5 years. Support quality is strong, though availability is not 24/7 and scale is more boutique than enterprise.
✗ Platform & Integrations (Not Scored): Not scored as small local provider. However, no proprietary EOR platform. Relies on basic tooling with no advanced automation, analytics, or integrations, which limits scalability compared to platform-led EOR providers.
3.9/5
✓ Entity Ownership (5.0/5): Black Piano operates through its own UK legal entity, allowing it to employ staff directly in the UK without relying on third-party partners. This ensures clear accountability, reduced compliance risk, and full control over employment contracts and payroll.
✓ Onboarding Speed (4.5/5): UK onboarding is typically completed within ~7 days, which is fast for a boutique EOR. While processes are more manual than platform-led providers, execution is reliable and predictable.
✓ On-Site HR Support (4.0/5): UK-based account management is available, with ongoing HR support delivered by a dedicated team. Day-to-day HR operations are centrally coordinated, which works well for stable teams but is slightly less flexible for highly dynamic environments.
✓ Visa & Work Permit Support (3.5/5): Limited UK immigration capabilities. Black Piano is best suited for employees with existing right-to-work status. It is not positioned as a primary provider for Skilled Worker visa sponsorship.
✓ In-Country Compliance (4.5/5): Strong compliance coverage across UK employment law, PAYE, NICs, statutory benefits, payroll reporting, and compliant terminations. Conservative processes reduce employer exposure and legal risk.
✓ Local Add-Ons (4.0/5): Supports UK benefits administration, insurance, and equipment provisioning. While advanced equity management and mobility services are limited, the core add-ons cover most standard UK hiring needs.
4.4/5
Local compliance expertise: Strong understanding of UK employment rules, PAYE, statutory leave, and pension obligations.
Clear pricing: Transparent cost structures published on website does not require unnecessary sales call.
Responsive support: High-touch service model with consistent account management.
Simple onboarding: Straightforward contract generation and document workflows for UK hires.
Partner-based entity: UK employment may be facilitated through a partner, which can limit control and SLA consistency.
Basic platform: Lacks advanced HRIS features and integrations expected by larger teams.
Limited add-ons: No talent acquisition, advanced analytics, or people-operations tooling.
Manual elements: Some onboarding and payroll processes require manual review or approval.
Black Piano is a strong fit for companies that:
• Need a reliable, compliance-first UK EOR without excess software complexity.
• Prefer transparent pricing and no long-term commitments.
• Value responsive, human support over automation.
• Operate small-to-mid sized teams and want predictable payroll execution.
Less suitable for teams that require:
• Advanced automation, integrations, or API-level workflows.
• Large-scale UK hiring or highly complex multi-entity structures.
• A global, software-led EOR with deep HR functionality.
Playroll is a fast-growing EOR company that is a serious up-and-comer in this industry, growing its operations in the UK and globally. Offering services in 180 countries, they specialize in quick onboarding, great support from their local UK support team, and good compliance with their own UK entity.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (4.3/5): EOR coverage across approximately 60 countries, with strongest delivery in Europe, the UK, Canada, and selected APAC markets. Supports compliant employment contracts, payroll processing, statutory filings, terminations, and contractor hiring.
✓ Pricing & Transparency (4.0/5): Public country-level pricing typically ranges from USD 265–499 per employee/month with no setup fees. Mandatory deposits, FX spreads of around 2.5%, and early termination fees apply and increase total employment cost.
✓ Payment & Contract Terms (4.1/5): Playroll offers transparent EOR pricing and broad global coverage. However, short payment terms (net 7 days), a minimum contract commitment of six months, and additional fees (such as early termination and out-of-cycle payroll) may be restrictive. Contracts shorter than six months typically require paying the equivalent of three monthly EOR fees. Payroll cut-offs usually fall around the 10th of each month.
✓ Customer Experience & Support (4.7/5): Service-led model with dedicated account managers, structured onboarding and offboarding support, and typical first-response times within 24 hours.
✓ Platform & Integrations (4.4/5): Advanced platform with payroll automation, compliance workflows, cost calculators, misclassification assessment, and reporting dashboards. Native integrations are limited and there is no mobile app.
4.3/5
✓ Entity Ownership (4.5/5): Operates through Playroll Limited (Company No. 13596140).
✓ Onboarding Speed (4.5/5): Quick onboarding for UK hires.
✓ On-Site HR Support (4.2/5): Human HR and payroll support available for UK employment.
✓ Visa & Work Permit Support (4.0/5): Immigration support available, but not a core differentiator.
✓ In-Country Compliance (4.3/5): Reliable handling of UK payroll, tax, and employment law.
✗ Local Add-Ons (3.5/5): Limited flexibility for complex or bespoke UK employment setups.
4.1/5
Local entity: Operate through their own legal entity (private limited company).
Transparent fees: All set out on their public pricing page.
Fast Onboarding: Companies are onboarded in as little as a day,
Locked in EOR contracts: Six-month minimum contract; not ideal if the EOR arrangement doesn’t work out.
Extra fees: Charges currency conversion fees which are higher than some competitors.
Playroll is best suited for global companies seeking a straightforward payroll and compliance expert that can support international expansion equally as well as it can support domestic hiring.
Leap29 is an international employment and workforce solutions provider offering Employer of Record (EOR), PEO, contractor management, payroll administration, and recruitment services across multiple regions. The company supports clients with compliant hiring, HR administration, onboarding, and mobility processes when entering new markets or managing distributed teams. Its operations are built around a service-led delivery model with a focus on technical and project-driven industries such as engineering, energy, and manufacturing.
Leap29 also provides immigration assistance, benefits coordination, and optional recruitment support, allowing organisations to combine talent acquisition with compliant employment under a single provider. The company positions itself as a partner for businesses expanding internationally that require operational support, labour-law guidance, and compliant workforce management without establishing local entities.
Global
Ø fee per employee per month, first year
✓ Pricing & Transparency (2.8/5): Pricing is clear once a contract is issued, with stable recurring monthly fees. However, no pricing is published publicly, and FX markups, deposits, and onboarding costs are not disclosed upfront. Partner-led pricing results in inconsistent costs across countries.
✓ Payment & Contract Terms (4.0/5): Flexible contract structures with no mandatory long-term commitments. Notice periods are reasonable and predictable, though payment terms and mechanics vary by local partner. No credit card payment options and earlier payroll cut-offs than SaaS-first EOR providers.
✓ Service Quality & Support (4.2/5): High-touch, personalized support with fast first-response times and strong compliance guidance. Well suited for clients that value human support over automation. No 24/7 coverage, live chat, or WhatsApp support, and documentation depth is limited due to the lack of a platform.
✗ Platform & Product Experience (2.5/5): No HRIS or proprietary platform. No integrations, automation, dashboards, analytics, or self-service workflows. Operations rely heavily on email, spreadsheets, and manual coordination.
✓ Add-On Services (3.6/5): Recruitment and talent sourcing, contractor vetting, and immigration coordination via partners are available. However, there is no global payroll consolidation, no equipment, equity, or benefits modules, and service consistency varies significantly by country.
3.5/5
✓ Entity Ownership (4.5/5): Leap29 operates through its own UK legal entity, enabling direct employment, compliant contract issuance, and full responsibility for UK payroll and employment obligations.
✓ Onboarding Speed (4.5/5): Onboarding is typically completed within ~5 business days, depending on role complexity and background checks. Fast and predictable for UK EOR setups.
✓ Local HR Support (4.5/5): UK-based HR and account management support is available, providing hands-on assistance for payroll, employee administration, and ongoing HR matters.
✓ Visa & Work Permit Support (4.0/5): Immigration and work permit advisory is available for UK hires. Support is solid but timelines and eligibility depend on visa category and sponsor requirements.
✓ Legal & Employment Compliance (4.5/5): Strong handling of UK employment law, PAYE, National Insurance, statutory benefits, and compliant employment contracts. Well suited for regulated and project-based hiring.
✓ Local Add-Ons (4.0/5): UK-specific benefits administration and tailored HR add-ons available. Coverage is practical, though less productized than large SaaS-first EOR providers.
4.5/5
Local UK expertise: Strong understanding of UK payroll requirements, right-to-work compliance, employment contracts, and statutory employer obligations.
Owned UK entity: TheLeap29 operates through its own UK legal entity, which ensures direct control over compliance and avoids reliance on subcontracted partners.
High-touch support: UK-based HR specialists provide fast, personalised support for onboarding, payroll questions, and day-to-day employment issues.
Integrated recruitment offering: Employers can combine sourcing, contract management, and payroll through one provider, which simplifies hiring workflows.
Reliable payroll execution: Monthly payroll runs and statutory filings are handled accurately, with fewer errors compared to partner-based EOR models.
No transparent pricing: TheLeap29 does not publish its UK EOR fees, FX margins, or onboarding costs, making it harder to compare with competitors.
Limited technology: The provider does not offer a modern platform, employee dashboard, or HRIS features, and workflows are handled manually through email and documents.
Slower onboarding: UK onboarding typically takes between seven and ten days, which is slower than SaaS-led EORs that complete onboarding within 24 to 48 hours.
Limited global scalability: Outside the UK, EOR services are delivered through external partners, which reduces consistency and increases operational risk.
Higher operational effort: The lack of automation and integrations creates additional administrative work for employers and makes scaling less efficient.
We believe Leap29’s UK EOR offering is best for companies hiring technical, engineering, or project-based talent in the UK that require compliant employment and immigration support. It is particularly strong for firms without a UK entity that want a guided, high-touch entry into the UK market, including visa sponsorship and relocation. If you’re looking for a software-first, highly automated EOR platform, Leap29’s service-led model may feel limited.
How We Score & Rank Best UK EOR Services
When selecting the best UK EOR, we evaluate both the EOR’s global service delivery capabilities as well as how well an EOR actually delivers locally in the UK.
Consequently, our scoring model reflects this by combining two independent evaluations, the Global EOR Score and the UK EOR Score.
This UK-specific ranking builds on our broader Global EOR scoring framework, which assesses providers across pricing transparency, platform quality, international coverage, and contract flexibility worldwide. If you’re comparing EOR providers across multiple countries, our global Employer of Record comparison shows how these providers perform beyond the UK market.
Global EOR Score – Overall provider performance
The Global EOR Score evaluates the provider’s overall operating model, software, support quality, and pricing transparency across all countries. It includes five categories:
🤩 1. Price & Transparency
We evaluate whether the EOR clearly discloses pricing, including hidden fees such as FX markups, deposits, payroll add-ons, termination fees, or invoice timing rules.
📝 2. Payment & Contract Terms
We review minimum commitments, cancellation policies, notice periods, billing cycles, and invoice/payment terms.
✨ 3. Service Quality & Support
Responsive, expert support is essential in EOR relationships. We assess how well the EOR resolves issues, communicates, and manages ongoing employee needs.
💻 4. Platform & Product Experience
We evaluate the usability of the EOR’s software platform: contract generation, onboarding flow, payslips, compliance automation, reporting, and integrations.
✅ 5. Global Add-Ons
This includes additional capabilities such as contractor payments, global payroll consolidation, recruitment, equipment provisioning, and immigration services.
UK EOR Score – On-the-ground performance
With our UK EOR score, we measure how well an EOR performs in the UK specifically.
📍 1. Entity Ownership
Does the EOR operate through a fully owned UK legal entity or do they subcontract to a local in-country partner? Owned entities offer better control and reliability.
⚡ 2. Onboarding Speed
We assess how quickly the EOR can collect employee information and issue compliant UK employment contracts, both manually and via self-service modules, to onboard employees without errors.
📞 3. On-Site HR Support
Does the provider have UK-based HR and/or payroll specialists or is support managed decentralised outside of the UK? We believe that UK employment law requires deep understanding and having someone on the ground is always preferential.
🎫 4. Visa & Work Permit Sponsoring
Some EORs can support Skilled Worker visa sponsorship and immigration compliance. We assess whether the provider can act as a sponsor, manage certificates of sponsorship and handle end-to-end mobility cases.
⚖️ 5. In-Country Compliance
We verify that the EOR correctly handles:
- Local legal setup either as “consulting” or employee leasing entity
- PAYE tax withholding
- Payslips issuing and distribution via email or a software platform
- Statutory holiday pay calculations
- Statutory sick pay, parental leave pay, and redundancy rules
- IR35 awareness and advisory where relevant
- RTI filing accuracy with HMRC
This ensures the provider is not only compliant on paper or via their marketing channels but fully compliant in practice. Nowadays, every EOR claims to be 100% compliant, but are they really?
📝 6. Local Add-On Offering
We check the availability of UK-specific offerings such as pension auto-enrolment, supporting of different types of pensions, private medical insurance and others.
How The Final Rankings Work
Our final best UK EOR ranking uses a weighted model:
- Global EOR Score: 40%
- UK EOR Score: 60%
Some providers are classified as “Local EORs” where their primary strength lies in UK-only delivery rather than global scale. While these providers may score lower on global coverage or platform depth, they often excel in hands-on UK payroll execution, compliance and local HR support. This weighting ensures that:
- EORs with strong global EOR presence but weak local execution in the UK do not rank highly
- EORs with true UK payroll, compliance, and HR expertise are properly recognized
Based on our industry experience, this structure reflects how companies should consider selecting the best EOR in the UK.
Best UK EOR For Every Use Case (2026)
While our guide highlights several EORs and ranks them amongst the best UK EOR services, we believe that selecting the right EOR depends on several factors, for example:
- global coverage you’re looking for in addition to the UK,
- how relevant an EOR’s software is to you and,
- your specific budget you have available to spend for an EOR (e.g. an enterprise customer tends to have deeper pockets than an early-stage startup).
In addition to our general best UK EOR rankings outlined in this guide, we’ve summarised what we believe are the best UK EOR services for actual real-life use cases.
Best Overall UK EOR → Deel
Deel is the best all-around EOR service for hiring in the United Kingdom. Besides Canada, UK is one of Deel’s flagship EOR markets, where they operate through their own UK legal entity and deliver a fully-automated onboarding and payroll solution. Deel’s software platform offers enterprise-grade features and integrations. If you’re looking for a scalable, modern EOR with local UK experience, Deel is a safe overall choice.
Best Budget EOR → Borderless AI
Borderless AI combines comparably low monthly fees, no EOR security deposit and an AI-enabled product experience, making it one of the best price-for-value EOR options for the UK. For companies that want to keep costs controlled without sacrificing compliance, service and technology, Borderless AI offers an excellent solution.
Best Local UK Specialist EOR → Agility EOR
If you’re looking for a local UK Employer of Record with hands-on support and focus on service delivery over technology, we believe that Agility EOR is one of the best providers out there. Founded and operated by three British nationals, Agility runs a highly personalised “white-glove” EOR service that appeals to companies looking for more close, human-led support rather than a purely software-driven solution. If one is looking for deep UK expertise and local guidance (where you get to chat with the founder on WhatsApp), consider Agility EOR.
Best EOR for Immigration & Work Permits → G-P
G-P offers a strong immigration and legal setup in the UK. They support Skilled Worker visa processing as well as the more complex mobility cases. Their in-house legal and mobility teams ensure transparency and compliance at every step, making G-P the most reliable partner when hiring foreign nationals into the UK. However, it will come with a premium price tag.
Best EOR for Hiring Executive Roles → Pebl
When hiring senior and executive hires in the UK, one will most likely require customised contracts, (e.g. with enhanced confidentiality or non-compete clauses) and tailored compensation structures. Pebl is particularly strong in this regard. If you are onboarding leadership roles where accuracy and eye-for-detail matter, Pebl is an EOR you should seriously consider.
It’s important to understand that almost every Employer of Record in the UK does not operate as either Employment Agencies or Employment Businesses.
- Employment Agencies are entities that recruit a workforce on behalf of clients for direct employment by those clients. This setup is strictly regulated and typically requires specific authorisations or licenses, particularly in industries such as healthcare and agriculture.
- Employment Businesses lease their own workforce to perform temporary work for clients under the agency’s own employment terms. This model is also heavily regulated and requires registration with relevant authorities.
Both models are distinct from the EOR model. In practice, EORs in the UK instead operate as service-based companies (or consulting setup) that provide a legal and administrative structure for overseas businesses to employ their own staff compliantly in the UK.
Under this model, the EOR:
- employs the worker under its local UK entity;
- manages all legal, payroll, tax, HR, and benefits administration; and
- ensures compliance with local employment law on behalf of the client.
However, the EOR does not assign employees to specific tasks or projects, nor does it act as a recruitment intermediary. Instead, it enables clients to hire their own designated workers in the UK through a compliant employment arrangement.
Because of this distinction, EORs are not required to register with local authorities or obtain an Employment Agency or Employment Business license.
💡 Employsome Tip: Precautions Before Engaging a UK EOR
(1) The EOR client should not have a registered entity in the UK (as the setup could then be deemed as be employee leasing).
(2) The client should not sign employment-related documents directly with the employee (e.g. offer letters, NDAs or stock option agreements).
(3) Workers should not perform their work physically from the client’s offices.
These principles ensure that the arrangement remains compliant under UK labour regulations and clearly distinct from agency or leasing models.
Hiring in the UK: What You Need to Know
Holiday Pay & Working Hours
Under the labour law in the UK, employees are entitled to a minimum of 5.6 weeks of paid holiday per year. For full-time employees, this equals 28 days, which may include 8 public (bank) holidays depending on the employer’s policy.
For part-time employees, holiday entitlement is calculated on a pro-rata basis. For example, an employee working three days a week would be entitled to 16.8 days of paid holiday (3 × 5.6) per year. Annual leave accrues throughout the year and can be carried over if stipulated in the employment agreement and agreed upon between employer and employee. This typically is up to 8 days when the total entitlement is 28 days.
Employers may require workers to take annual leave on specific days or restrict when leave can be taken, provided reasonable notice is given as required under the Working Time Regulations 1998.
Working hours in the UK are governed by the Working Time Regulations 1998, which cap the average working week at 48 hours, calculated over a 17-week reference period. Employees may opt out of this limit by written agreement.
The standard full-time working week is typically 37.5 to 40 hours, though this can vary by what’s specified in the labour contract. Overtime work is permitted and may be compensated in different ways:
- No additional overtime pay (provided the employee’s average pay does not fall below the National Minimum Wage);
- Enhanced pay rates for overtime as defined in the employment contract; or
- Time off in lieu (TOIL).
Public holidays vary slightly between England, Scotland, Wales, and Northern Ireland but generally include New Year’s Day, Good Friday, Easter Monday, early May Bank Holiday, Spring Bank Holiday, Summer Bank Holiday, Christmas Day, and Boxing Day.
Employment Contracts
All employment contracts in the UK must comply with the Employment Rights Act of 1996, with employees entitled to written contracts from day 1 of employment.
Employment contracts must detail employment conditions, rights, responsibilities, and duties, with both parties obligated to a contract until it ends or the terms are changed by mutual agreement between employer and employee.
Mandatory Health Insurance
Health insurance is not mandatory in the UK, with the National Health Service (NHS) covering universal healthcare.
Private health insurance is often provided as a supplementary benefit by employers wishing to offer their workers faster access to healthcare services.
Sick Leave Compliance
Employees in the UK are entitled to statutory sick pay if they are too unwell to work. This consists of a minimum of £116.75 per week, payable for up to 28 weeks.
Workers must provide a ‘fit note’ from a healthcare professional to be eligible for paid sick leave, particularly if they are ill for more than 7 consecutive days.
Taxation, Payroll & Bonuses in the UK
EORs and employers operating in the UK must comply with the Pay As You Earn (PAYE) system, under which all employment income including base salary, bonuses, allowances, and benefits is subject to Income Tax and National Insurance contributions (NICs).
💲 Income Tax
Income Tax in the UK is progressive, applied to total annual income (salary plus bonuses) as follows:
- 20% (basic rate) on earnings up to £50,270
- 40% (higher rate) on earnings between £50,271 and £125,140
- 45% (additional rate) on earnings above £125,140
All taxes are withheld directly by the UK EOR through the PAYE system and remitted to HM Revenue & Customs (HMRC).
⚕️ National Insurance Contributions (NICs)
Both employers and employees contribute to National Insurance, which funds the UK’s social security system, including pensions and healthcare:
- Employers: 13.8% of total employee earnings
- Employees: 12% on income between £12,570 and £50,270, and 2% on income above £50,270
💸 Bonuses & Other Incentives
Sign-on bonuses, annual bonuses, and any non-cash incentives (such as gift cards or company benefits) are treated as taxable income under UK law. These are taxed and subject to NICs at the same rates as regular salary.
Employers must report and deduct all applicable taxes at the time the bonus is paid, using the PAYE system. For non-cash bonuses, the cash equivalent value must be calculated and reported either through payroll or via the P11D form.
📋 Payroll Process
Under an EOR arrangement, payroll is fully managed by the EOR’s local UK entity, ensuring:
- Registration and ongoing compliance with HMRC
- Accurate monthly withholding of tax and NICs
- Employer contributions to National Insurance and workplace pension schemes
- Issuance of statutory forms (e.g. Payslips, P45, P60)
In summary, all employment-related income in the UK including sign-on bonuses and benefits are processed through the PAYE system and subject to the same tax and social security rules as standard employment. This ensures full compliance and transparency for both the employer and employee.
Final Recommendation on Best UK EOR (2026)
Having reviewed the 50+ best UK Employer of Record services and independently vetting their on=-site operations, we’ve summarised our top recommendations for hiring in the United Kingdom:
- Best EOR for hiring in the UK overall: Deel – global EOR market leader. Together with Canada, the UK is one of Deel’s key EOR markets where they operate with their own legal entity. Software is enterprise level & lots of automations to work with.
- Best EOR for budget-sensitive hiring: Borderless AI – No deposit policy, low monthly fee and advanced AI features making them a strong option for companies needing a cost-efficient but reliable UK EOR service.
- Best local UK specialist EOR: Agility EOR – the founders being British themselves, Agility has setup a white-glove UK EOR practice that is one of the most customer-friendly in the market.
- Best EOR for visa & work permits: G-P (Globalization Partners) – G-P offers one of the most robust legal and immigration services in the space, supports Skilled Worker visas sponsorship and also complex mobility cases.
- Best EOR for onboarding executive roles: Pebl – Pebl is well-suited for senior and executive hiring in the UK as it offers tailored employment contracts and strong compliance guidance during the onboarding.
Please note that our best UK EOR recommendations are based on verified service delivery, compliance strength and customer experience as per our industry-leading scorecard system – not marketing claims or paid placements.
Frequently Asked Questions on Best UK EOR
This guide focuses on UK-specific payroll and compliance. For multi-country hiring, our global Employer of Record comparison offers a broader perspective.
No. An EOR in the UK is not an Employment Business or Employment Agency, and therefore does not require a practising license.
EORs operate as consultancy or service-based companies, legally employing staff under their own UK entity and handling a range of tasks such as payroll, HR, and benefit administration. They therefore do not supply or recruit workers for multiple clients on a permanent or temporary basis.
PE risk is a taxation risk for global companies, meaning that if their operations in the UK have sufficient ‘permanence’, they could be liable for corporate income tax to HMRC. EOR operations do not necessarily create PE Risk; it depends entirely on what the employees in the country are doing. However, it’s important to mention that an EOR does not “eliminate” PE risk.
Increased risk may arise in the following circumstances:
- Your UK employees negotiate or sign contracts on behalf of your company
- Your UK employees generate core revenue locally rather than acting in operational or support roles
- Your business opens a UK office that looks like a branch operation
Some EORs can sponsor visas in the UK, provided that they are registered as a licensed sponsor within the UK Home Office under the Skilled Worker visa route.
Not all EORs hold this license. Sponsorship can be a lengthy, expensive process that deters EORs from taking this route.
Employers must adhere to the following notice periods as set by UK labor laws:
- Between 1 month – 2 years of service: 1 week’s notice
- More than 2 years of service: 1 week’s notice per year of service
Employees in the UK may be eligible for severance pay (also known as redundancy pay) if they have worked for the same employer for more than 2 years. This is usually paid as follows:
- Half a week’s pay for each full year the employee was under 22
- One week’s pay for each full year the employee was 22 or over but under the age of 41
- One and a half weeks’ pay for each full year the employee was 41 or over
During the probationary period, you must give two weeks’ notice before terminating a worker. This increases to four weeks’ notice for regular employees. The four weeks’ notice ends on the 15th or the end of the calendar month.
These durations can increase for long-term employees. Additionally, collective bargaining agreements may also extend the notice period required.
All employers in the UK, including EORs, must comply with auto-enrolment rules under the Pensions Act of 2008.
This means that employees between the ages of 22 – 66 earning over £10,000 per year must be automatically enrolled in a workplace pension scheme. Employers must contribute a minimum of 3% of qualifying earnings, with employees contributing 5% unless they choose to opt out.
Some EORs allow workers to increase pension contributions in return for supplementary benefits packages.
Written by
Courtney Pocock is a Copywriter & EOR/PEO Researcher at Employsome with 15+ years of experience writing for the HR, corporate, and financial sectors. She has a strong interest in global business expansion and Employer of Record / PEO topics, focusing on news that matters to business owners and decision-makers. Courtney covers industry updates, regulatory changes, and practical guides to help leaders navigate international hiring with confidence.
Our content is created for informational purposes only and is not intended to provide any legal, tax, accounting, or financial advice. Please obtain separate advice from industry-specific professionals who may better understand your business’s needs. Read our Editorial Guidelines for further information on how our content is created.