Employer of Record UK: The Best EOR Providers in the United Kingdom (2026)
Looking for the best Employer of Record (EOR) solution in United Kingdom? We've analysed and compared providers on published pricing, country coverage and third-party review data, so you can choose with confidence.
Using an Employer of Record (EOR) in United Kingdom offers several key advantages for companies looking to expand their operations:
Employer National Insurance calculated correctly. Employers owe National Insurance contributions, set at 13.66 percent of gross pay above an annual threshold (cited at £5,000 for 2026, subject to periodic revision by HMRC).
Written statements and contract norms met on day one. UK law expects a written statement of employment particulars covering pay, hours and notice from the start of employment.
Statutory leave tracked against a 28-day floor. Employees accrue 28 days of annual leave, which can include the 8 public holidays, and maternity leave runs to 52 weeks, 39 of them with statutory pay.
Notice and severance scaled to tenure. Statutory notice starts at seven days and lengthens with each year of service, and statutory redundancy pay rises with both the employee's age and length of service.
PAYE payroll run without a UK entity. Payroll operates through HMRC's PAYE system on a monthly cycle, with employee National Insurance (currently 5.59 percent of gross pay, subject to change) withheld at source.
What to pay attention to when selecting an EOR in United Kingdom?
These are the compliance points that make hiring in United Kingdom complex, and what a good EOR should be handling for you:
Unfair dismissal protection after the qualifying period. Once an employee passes it (usually two years, and six months for most employees from 1 January 2027), dismissal must follow a fair process and a fair reason or it can be challenged.
Redundancy pay that scales with age and service. Statutory redundancy pay is owed after two years of service and is calculated in weeks of pay per year of service, with the rate stepping up from half a week to a week to one and a half weeks according to the employee's age during those years.
Notice periods that grow well beyond the statutory minimum. Notice starts at seven days for a new hire but climbs through twelve defined bands, reaching twelve weeks for staff with twelve or more years of service.
National Insurance and payroll registration mismatches. Employer contributions (cited at 13.66 percent) and employee contributions (cited at 5.59 percent) both run through PAYE, with an annual threshold before employer contributions apply.
Working time and leave miscalculated against actual hours. Actual weekly hours average 35.08, against annual leave of 28 days and 8 public holidays, all interacting with a monthly payroll cycle.
Employing someone in United Kingdom: the key figures
The statutory figures an EOR in United Kingdom works within. Each shows its source and year.
Employer social securityemployer rate, before any earnings caps
Key metrics side by side. Blank cells are pending verified data.
Metric
RemoFirstOur #1
Remote
Rippling
Multiplier
Deel
Hire with Columbus
Oyster
EOR / month
$199
$599 (billed annually)
Not listed
$459 (Core · billed annually)
$599
$179
$699
Contractor / mo
$25
$29
Not listed
$40 (billed annually)
$49
$22.5
$29
Country coverage
193
92
Not listed
171
153
193
116
G2 rating
4.5/5
4.5/5
4.7/5
4.7/5
4.7/5
5/5
4.4/5
Capterra
3.4/5
4.3/5
4.8/5
4.4/5
4.8/5
Not listed
4.6/5
Trustpilot
4.1/5
4.6/5
4.6/5
4.8/5
4.6/5
Not listed
3.8/5
Overview of the best EOR companies in United Kingdom
A closer look at each provider: what makes it distinct, who it suits, and what it costs.
#1
RemoFirst
Our top pick
Our verdict
RemoFirst is one of the most price-competitive EOR providers available, starting from $199 per month for employer of record services and from $25 per month for contractor management across 179 countries. The pricing and coverage breadth make it a strong fit for cost-conscious teams hiring internationally at scale, though its 2021 founding means it carries less of a track record than longer-established competitors, and HR software integration options are currently limited.
Best for: Early-stage and growth-stage companies that need to hire employees or contractors across multiple countries quickly and want to keep per-seat costs low.
Pros & cons
Pros
EOR and payroll coverage across 193 countries
EOR onboarding in 1 to 3 days once all documents are received
Contractors can be onboarded in seconds on the free tier
Contractor management is free, with payments processed at $25 per contractor per month
Health insurance through RemoHealth, an optional add-on from $55 per person per month
EOR from $199 per employee per month, at the low end of published prices
Cons
Integrations page names four tools (Workday, BambooHR, ADP Workforce Now, GoCardless), with more in development
Newer market player compared to established competitors
Remote offers EOR in 92 countries and says it employs through its own local entities, and its pricing starts from $599 per month for EOR services. The owned-entity model, combined with tools like Remote IP Guard and stock options management, makes it a serious option for companies that need more than basic payroll. Smaller teams or those with straightforward needs may find the feature depth more than they require.
Best for: Growth-stage or mid-market companies hiring internationally across multiple countries that need built-in IP protection, equity management, and benefits administration under one platform.
Pros & cons
Pros
Remote says it owns and operates 100+ entities, with no third-party partners
Remote IP Guard handles IP transfer and gives clients an indemnity
Immigration and relocation support built in through Remote Mobility
Equity management for EOR employees who receive equity, from $39 per employee per month
Onboards and pays contractors in 190+ countries
Handles benefits administration from enrollment to off-boarding
Cons
EOR is offered in 90+ countries, against 190+ countries for contractor payments
EOR pricing starts from $599 per employee per month
Rippling suits companies that want HR, IT, and finance tools consolidated in one platform alongside EOR services, reducing the need for separate software stacks. The main trade-off is cost and complexity: EOR pricing is not published and needs a quote, and the breadth of the platform can require meaningful onboarding time for new users.
Best for: Tech-forward companies that already manage distributed teams and want payroll, IT provisioning, and compliance handled inside a single connected system.
Pros & cons
Pros
Complete integration of HR, IT, and financial tools
600+ out-of-the-box app integrations
Payroll runs in minutes for employees and contractors worldwide
Automatically generates the right employment contracts and documents when you hire in a new country
Unified employee data management system
Converts EOR employees to direct hires without re-onboarding once you set up a local entity
Cons
EOR coverage of over 80 countries, fewer than the largest providers
EOR pricing is not published; quotes only
Platform complexity may require additional training
Multiplier offers competitive entry pricing from $459 per month for EOR services and covers 170 countries, making it a practical option for startups and SMEs expanding internationally on a budget. Third-party reviewers rate it highly across multiple platforms, though new users may face a learning curve with the platform interface and email support response times can be inconsistent.
Best for: Startups and small-to-mid-sized businesses that need fast international onboarding, equity management support, and predictable pricing without committing to a large enterprise contract.
★ 4.8 across 4,419 reviews · $459 (Core · billed annually) / employee / mo
Deel covers 153 countries with EOR services starting from $599 per month, making it one of the broader options available for companies hiring across multiple regions simultaneously. The platform consolidates employment contracts, payroll, benefits, and tax filing into one interface, which reduces the operational overhead of managing separate tools. The trade-off is pricing that sits at a premium compared to some competitors, and benefits customization beyond standard packages is limited.
Best for: Companies scaling international teams across multiple continents who need a single platform to handle compliant hiring, payroll in multiple currencies, and locally relevant benefits without assembling point solutions.
★ 4.7 across 21,577 reviews · $599 / employee / mo
Hire with Columbus offers EOR and payroll services from $179 per month with no setup fees, making it one of the more affordable entry points for companies hiring across 193 countries. The platform is designed for simplicity, with onboarding completed in 24 to 48 hours and built-in benefits options. The main trade-off is that enterprise-level features and third-party integrations remain limited, which may constrain teams with more complex operational needs.
Best for: Hire with Columbus fits small to mid-sized companies that want straightforward, low-cost international hiring without setup fees or lengthy onboarding timelines.
Oyster covers 116 countries with transparent, published pricing starting from $699 per employee per month, making it a straightforward option for companies that want predictable costs and fast onboarding. The platform's automation and built-in compliance tools reduce administrative overhead, though that starting price may be a barrier for smaller organizations hiring only one or two people internationally.
Best for: Growth-stage companies and mid-sized teams that need to hire across multiple markets quickly, with a preference for transparent pricing and a mission-aligned vendor.
If you already have a local entity and just need someone to run payroll, an employer of record is more than you need. Our sister site Payroll Overview compares payroll providers in United Kingdom.
More EOR shortlists
The same directory data, ranked for other regions and situations.
We compare published provider information and customer feedback to help you weigh your options. Source links and dates let you check the information behind our reviews.
Data collection
Official company documentation and regulatory filings, direct verification with company representatives, trusted third-party databases (Crunchbase, LinkedIn), and public financial reports and press releases.
Verification
We check pricing and coverage against source material. Details can change, so ask for a quote for your hiring country. Our reviews are based on research; we identify hands-on testing separately where it applies.
Ratings
The scores shown are averages of verified third-party platform ratings (G2, Trustpilot, Capterra), always attributed. We do not publish our own star rating.
Independence
Referral-funded: we may earn a fee if you sign up through our links, at no cost to you. It never affects rankings, verdicts, or the data on this page.
Robbin is the co-founder of EOR Overview, an independent research site for Employer of Record services. He has been in the international hiring space for over a decade.
