Best EOR Companies UK: Hire Talent Without the Legal Hassle

Hiring in the United Kingdom without an established legal entity is a challenge many growing companies face.

Between navigating complex employment law, staying current with legislative updates, and managing compliant payroll, the administrative burden can slow your expansion before it even begins.

In such situations, as one of the most trusted Employer of Record (EOR) service providers in the UK, Tarmack enables companies to hire full-time employees in the United Kingdom legally and compliantly, without needing to set up their own entity. From Day 1 contracts to final settlements, Tarmack manages it all.

What sets Tarmack apart from other EOR companies in the UK?

Many EOR companies in the UK rely on third-party partners to actually employ workers on the ground. Tarmack does not.

Tarmack operates through its own registered legal entity in the United Kingdom, and that distinction matters. Every employment contract, payroll transaction, and statutory filing is handled by Tarmack directly, with no middlemen, no hand-offs, and no gaps in accountability.

Your employees get a smoother experience: faster onboarding, accurate payroll from day one, and consistent support from a team that understands UK employment law inside out. As a business, you know exactly who is responsible for your workforce in the UK.

Why Companies Are Hiring in the United Kingdom

The UK remains one of the world’s most attractive destinations for global talent. Here is why companies across industries are prioritising it for their expansion:

• Highly skilled, English-speaking workforce that integrates seamlessly into global teams.
• Access to major financial and technology hubs, including London, Manchester, and Edinburgh.
• A mature and transparent legal system that gives businesses a stable foundation to operate from.
• A gateway to European markets and international trade networks.
• Strong talent pools across sectors including fintech, life sciences, creative industries, and professional services.

But setting up a local subsidiary takes time, money, and considerable legal expertise. In case of companies looking to move quickly, whether to onboard a critical hire or test a new market, working with an Employer of Record (EOR) in the UK is the smarter route.

With Tarmack as your EOR service provider in the UK, you get the speed and simplicity of a third-party solution backed by the reliability of a company that actually operates on the ground in the United Kingdom.

What Tarmack’s Employer of Record Services UK Cover

Tarmack’s Employer of Record Services in the UK are designed to handle every step of the employment lifecycle, so you can focus on your actual business goals.

Employment Contracts and Onboarding

Under UK law, every employee must receive a written statement of employment particulars from Day one.

Tarmack prepares compliant employment contracts that cover all statutory requirements, including roles, remuneration, leave entitlements, and termination clauses. Onboarding is managed end-to-end, ensuring your new hire is set up and ready to contribute without delays.

Payroll and Tax Compliance

Tarmack runs fully compliant payroll in the United Kingdom, handling income tax deductions, National Insurance contributions, and statutory payments such as Statutory Sick Pay (SSP), Statutory Maternity Pay (SMP), and more.

All payroll submissions are made through HMRC’s Real Time Information (RTI) system, ensuring your UK employees are always paid correctly and on time.

Benefits Administration

UK employees have statutory entitlements that go beyond just a salary.

Tarmack administers all mandatory benefits, including auto-enrolment pension contributions, paid annual leave (minimum 28 days including bank holidays), and parental leave provisions under the relevant statutory frameworks.

Statutory Leave Management

UK employment law provides workers with a range of leave entitlements.

Tarmack manages eligibility and administration for maternity, paternity, adoption, shared parental, parental bereavement, and neonatal care leave, keeping your business fully compliant with the latest statutory requirements.

Terminations and Offboarding

Ending employment in the United Kingdom requires careful compliance. Statutory minimum notice periods range from 1 to 12 weeks depending on length of service, and wrongful termination risks are real under UK employment law.

Tarmack manages all aspects of offboarding, from notice period calculations to final settlement payments, protecting your business at every step.

UK Employment Law: What You Need to Know

Employment rights in the UK are primarily governed by the Employment Rights Act 1996, the Equality Act 2010, and the recently enacted Employment Rights Act 2025. Together, these laws establish the baseline protections every UK worker is entitled to, from day one of employment through to termination.

Employment Rights Act 1996

This is the cornerstone of UK employment law. It governs the employment relationship from start to finish.

Employees must receive a written statement of employment particulars on or before their first day of work. This document must cover key terms: pay, working hours, holiday entitlement, and notice periods.

On pay, the law is clear: employers cannot make unlawful deductions from an employee’s wages under any circumstances.

Employees who have completed two years of continuous service have the right not to be unfairly dismissed. Some dismissals are automatically unfair, regardless of how long the employee has worked. These include dismissals connected to:

• Pregnancy or maternity
• Whistleblowing
• Trade union membership
• Asserting a statutory right

When it comes to redundancy, employees with two or more years of service are entitled to statutory redundancy pay, a minimum notice period, and a genuine consultation process before any decision is made.

Statutory notice periods are: one week after one month of service, and one additional week per year of service, up to a maximum of twelve weeks.

The Act also covers key leave entitlements, including:

• Statutory maternity leave
• Paternity leave
• Shared parental leave
• Time off for dependants in emergencies
• Time off for antenatal appointments

National Minimum Wage Act 1998

Under the National Minimum Wage Act 1998, all workers in the UK are entitled to a minimum wage. The National Living Wage applies to workers aged 21 and over.

Separate rates apply to younger workers and apprentices. Rates are reviewed annually and usually take effect in April. Employers must pay at least the applicable rate and keep records to prove compliance.

Working Time Regulations 1998

The Working Time Regulations 1998 cap average working hours at 48 per week, calculated over a 17-week reference period. Workers can opt out of this limit in writing, but they cannot be pressured into doing so or penalised for refusing.

The Regulations also entitle employees to:

• A minimum of 28 days of paid annual leave per year
• Rest breaks during the working day
• At least 11 consecutive hours of rest between shifts

Night workers have additional protections, including health assessments and limits on their average night-time hours.

Equality Act 2010

The Equality Act 2010 brings together decades of anti-discrimination law into one framework. It protects employees from discrimination based on nine protected characteristics:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

Protection applies at every stage of employment, from job adverts and interviews to promotions, pay, and termination. Both direct and indirect discrimination are unlawful. Employers also have a duty to make reasonable adjustments for disabled employees.

Health and Safety at Work etc. Act 1974

Under the Health and Safety at Work etc. Act 1974, employers must ensure, so far as is reasonably practicable, the health, safety, and welfare of all employees. This means providing a safe working environment, proper training, suitable equipment, and clear systems for reporting risks.

Employers with five or more employees must have a written health and safety policy. Failure to comply can result in enforcement action by the Health and Safety Executive (HSE) or, in serious cases, criminal prosecution.

Recent Updates: Employment Rights Act 2025

The Employment Rights Act 2025 is the most significant overhaul of UK employment law in a generation. Some provisions are already in force; others are being phased in through 2026 and 2027.

Zero-hours contracts and guaranteed hours

Workers who regularly work consistent hours will have the right to request a guaranteed hours contract. Employers must give reasonable advance notice of shifts and pay compensation if shifts are cancelled at short notice.

Unfair dismissal from day one

The qualifying period for unfair dismissal protection is being reduced significantly. Employees are expected to gain this protection from day one of employment.

A statutory probation period of approximately nine months will give employers a structured, time-limited route to manage new hires who are not performing, with a simpler dismissal process during that window.

Fire and rehire restrictions

Dismissing an employee because they refused to accept a change to their contract will, in most cases, be treated as automatically unfair. This limits the practice of ‘fire and rehire’.

Day-one family-friendly rights

Rights to parental leave and statutory sick pay will be available from the first day of employment, removing the service thresholds that previously excluded newer employees.

Flexible working

Flexible working rights have been strengthened for all employees. Requests must be handled more promptly, and the grounds on which employers can refuse them have been narrowed.

AI and automated decision-making

Under UK GDPR, employers must ensure that any automated decision-making in recruitment or employment is subject to meaningful human oversight. This is increasingly relevant as more companies adopt AI-assisted hiring tools.

Why Tarmack Is the Right Choice Among EOR Service Providers UK

There is no shortage of EOR service providers in the UK to choose from. So what makes Tarmack the right choice for your business?

We Have Our Own entity in the UK

No third-party intermediaries. Tarmack employs your workers directly through its own registered entity in the United Kingdom.

Full Compliance, Guaranteed

From contracts and payroll to benefits and terminations, Tarmack manages every employment obligation under UK law.

Fast Onboarding

Tarmack can onboard employees in the United Kingdom quickly, helping you move at the speed your business demands.

Dedicated Support

Your team and your employees have access to Tarmack’s HR and compliance experts throughout the engagement.

Transparent Pricing

No hidden fees or ambiguous charges. Tarmack offers clear, straightforward pricing for its Employer of Record Services UK.

Scalable solution

Whether you are hiring one person or building a full UK team, Tarmack’s EOR services scale with your needs.

Start Hiring in the United Kingdom with Tarmack

The United Kingdom is a market full of opportunity. Do not let the complexity of employment compliance slow you down.

With Tarmack’s Employer of Record (EOR) services, you get a legally compliant, fully managed workforce solution backed by a team with real presence in the UK. From your first hire to a full-scale team, Tarmack handles the complexity so you can focus on growth.

Get in touch with Tarmack today and discover why businesses across the globe trust us as one of the best EOR companies in the UK.