About Employer of Record United Kingdom

Why we exist

More and more people are offered a job by a company that has no legal presence in their country. The offer is real and the work is real, but there is no simple way for that company to put them on payroll. What usually follows is weeks of confusion, a quick "just send us invoices" fix that leaves the employee unprotected, or an offer that quietly falls through.

We built this site to close that gap. We want anyone in this situation to understand their real options, know which one protects them, and be able to take a clear, credible recommendation to the person at their employer who signs off.

Who it's for

Employees first. Most hiring guides are written for HR teams and finance departments. Ours are written for the person being hired, who often ends up explaining cross-border employment to their own manager.

Employers second. Every dossier ends with a one-page summary the employee can forward as it is. It gives the decision-maker the situation, the recommended route and what it will cost, without asking them to read a long guide.

What we believe

You're not the problem. The paperwork is. A company with no local entity can't legally employ you directly. That's a structural gap, not a favour you're asking for.

Your statutory rights matter. Social security, pension contributions, paid leave, year-end bonuses, profit-sharing and severance protection aren't extras. A good hiring route keeps all of them.

Cheap now can mean expensive later. Invoicing as a "contractor" when the job is really employment carries misclassification risk for you and your employer. We say so plainly, even when it's the answer nobody wants.

There's rarely one right answer for every case. An Employer of Record (EOR) is usually the practical choice for one to five hires, but not always. We show where each route wins and where it doesn't.

How we keep it honest

Country-specific, not copy-pasted. Each edition is adapted to local law: the tax authority, the social security system, the self-employment rules and the test for genuine employment. When a country has no equivalent of something, we say that rather than forcing a comparison.

Reviewed by a qualified local adviser. Each edition is checked by a labor and tax adviser in that country before publishing and whenever it's refreshed. The "last checked" date at the top of every page tells you how current it is.

Ratings are earned, not assumed. We list providers based on publicly verifiable facts, such as how you sign up and which countries they cover. A hands-on rating only appears once someone has actually run a hire through that provider. Until then, the field says so.

We confirm coverage before we link. If we haven't independently confirmed that a provider operates in a country, we say that too.

How we're funded

Some links on this site are affiliate or partner links. If an employer signs up with a provider through one of them, we may earn a commission at no extra cost to the employer.

That income keeps the site free. It doesn't decide what we recommend:

• Affiliate links are clearly marked wherever they appear.
• Providers we don't have a partnership with are listed alongside the ones we do.
• Providers can't pay for placement, ratings or favourable wording.
• If the right answer for your situation is a route that earns us nothing, such as your employer opening its own local entity, we'll still tell you.

What this site is not

This site gives general information about compliant employment options. It isn't personal legal, tax or financial advice. Rules vary by country, employer and individual circumstances, so confirm your own situation with a qualified adviser before acting.