Employer of Record
UK employees are entitled to 5.6 weeks' paid holiday a year, capped at 28 days — but staff with irregular hours or part-year contracts accrue it hour by hour, not on a fixed weekly schedule, and employer National Insurance is a separate cost on top of gross salary. Share the role, work pattern and intended start date, and PIO confirms the arrangement, then coordinates the contract, PAYE payroll and leave.
Practical points to line up before you hire in the United Kingdom.
Employers register with HMRC to run PAYE and pay employer National Insurance on top of an employee's gross salary, with the rate depending on the employee's National Insurance category letter — budget for the full cost of employment, not just the base salary.
Most UK workers are legally entitled to 5.6 weeks' paid holiday a year, capped at 28 days for a standard five-day week, with part-time entitlement calculated pro rata — bank holidays only count toward this if the employer chooses to include them.
Source:Holiday entitlement
Workers with irregular hours or part-year contracts build up holiday based on the hours they've actually worked rather than a fixed weekly allowance, so leave balances for these arrangements need to be tracked differently from a standard five-day role.
Source:Holiday entitlement
Ending someone's employment in the United Kingdom must be fair both in the reason for it and in how the process is carried out — mishandling either can expose the employer to an unfair, constructive or wrongful dismissal claim.
Source:Dismiss staff
Once your hire is confirmed, here's what we help you coordinate.
You stay in control of the decisions that are yours to make.
A straightforward path from sign-up to your employee's first day.
Share the role, the work location and your target start date, and we'll confirm the available arrangement for that hire.
Once confirmed, we help coordinate the information, contract and payroll setup needed within your arrangement.
You manage the day-to-day relationship; we help coordinate the recurring administration within your arrangement.
Not automatically — bank holidays only count within the 5.6-week (up to 28-day) entitlement if the employer chooses to include them there; otherwise they're additional to it. Staff with irregular hours or part-year contracts build up their share of that leave based on hours actually worked, not a fixed weekly amount, so confirm which basis applies before the offer goes out.
Source:Holiday entitlement
Yes — share the role, the work pattern (regular hours, part-year or irregular) and your intended start date, and PIO confirms the available arrangement for that specific hire before onboarding begins, then helps coordinate the documents needed to get started.
They cover different problems: unfair dismissal challenges whether the reason for ending someone's employment and the process followed were fair; constructive dismissal is when an employee resigns because of a serious breach of contract by the employer; and wrongful dismissal is a contract claim about how the dismissal itself was carried out. All three are risks if the reason and process aren't handled and documented carefully.
Source:Dismiss staff
No — the rate is set by the employee's National Insurance category letter, which depends on factors such as their age and pension arrangement, so employer National Insurance isn't a flat percentage across your whole team. It's paid on top of gross salary through HMRC registration, separate from the National Insurance deducted from the employee's own pay.
You provide the role details, compensation and any company-specific policies for the hire. We coordinate the local documentation, contract and payroll setup around what you decide, and confirm the arrangement for that specific role before onboarding begins.
Practical guidance is grounded in these official references, but local law and public requirements can change and should be reconfirmed. Your PIO contract and quote govern only PIO's service scope, terms and fees.
Sign up to start an EOR hire in the United Kingdom. Share the role, the work location and your target start date, and we'll confirm the available arrangement — or book a demo first to talk it through with our team.
