主要收获​​ 

The United Kingdom has a rich talent pool to share with the world. But the country also has complex labor and employment laws that are tricky to navigate.​​ 

 对于招聘英国员工的公司来说，管理这些法规是复杂但必要的。本指南将向您介绍在英国招聘员工所需的一切信息。​​ 

英国招聘前需要了解哪些信息​​ 

If you want to hire employees in the UK, start with these 10 compliance basics.​​ 

1.最低工资​​ 

英国有两种工资水平：​​  

2.工时规定​​  

There’s no statutory standard full-time workweek in the UK. However, a 40-hour workweek is common. Employers can require workers to work longer hours where allowed by contract and applicable law. Pay for all hours worked has to comply with the national minimum wage or national living wage.​​ 

Under the Working Time Regulations, most adult workers can’t work more than an average of 48 hours per week. This is usually calculated over a 17-week reference period. 24-hour staffing requirements doesn’t automatically exempt a role from this limit. However, specific exceptions, special rules, longer reference periods, or compensatory rest arrangements can apply to certain industries.​​ 

Workers aged 18 and over can choose to exceed the 48-hour weekly average if they sign a voluntary, written opt-out agreement. Workers can cancel an opt-out agreement at any time. The default notice period is seven days. The agreement can specify a longer notice period of up to three months.​​ 

While many employers offer overtime pay, there’s no requirement to pay overtime at a premium rate unless agreed contractually or under a collective agreement.​​  

3.年假​​ 

Employees in the UK are entitled to at least 5.6 weeks (28 days) of paid annual leave. Employers decide whether to include the UK's 8-10 public and bank holidays (depending on jurisdiction) in the 28 days of paid annual leave. Part-time workers will have their 28 days' statutory annual leave prorated. For example, someone working 3 days a week will get 16.8 days off a year (3 days multiplied by 5.6 weeks is 16.8 days).​​ 

能否结转休假取决于休假类型和员工合同中规定的条款。例如，如果员工休了法定假期，如陪产假、产假、领养假或病假，他们可以将未使用的法定假日结转到下一年。​​ 

4.探亲假​​ 

Pregnant employees can take up to 52 weeks of maternity leave as a day-one right. This is paid for up to 39 weeks, if qualifying conditions are met. Paternity leave is 1-2 weeks. Those adopting or pursuing surrogacy can take up to 52 weeks of adoption leave. Shared parental leave can give up to 50 weeks’ leave with 37 weeks’ pay. In Great Britain, neonatal care leave of up to 12 weeks has applied since April 2025 (this isn’t yet in force in Northern Ireland).​​ 

5.医疗保健​​ 

英国政府为居民提供健康保险​​ 

英国政府通过国民医疗服务体系（NHS）为居民提供医疗保险（Healthcare Insurance）。 您可以提供额外的私人保险，包括视力和牙科福利，但这并非强制性的。​​ 

6.法定病假工资（SSP）​​     

Employees earning at least GBP 125 per week are eligible for SSP if they've been sick for more than three days in a row. Employees must document their illness with a doctor's note or other evidence. For most employees, SSP is available at a flat rate of GBP 118.75 per week for up to 28 weeks. Check for annual updates to the SSP flat rate and eligibility.​​ 

7.所得税预扣制​​ 

Under the PAYE system, employers must withhold income tax and national insurance contributions (NICs) from employee wages. Employers remit these to HM Revenue and Customs (HMRC). The rates depend on the employee's earnings.​​ 

How PAYE payroll registration works for UK employers: UK employers have to register for PAYE with HMRC before their first payday. Once registered, HMRC gives the reference numbers needed to set up payroll software, report pay and deductions, and pay taxes.​​ 

 After registering, employers have to use the real time information (RTI) system to calculate and report taxes and deductions by each payday. For new staff, collect a P45 or starter checklist to make sure of correct tax coding. You have to meet HMRC payment deadlines, give itemized payslips, and keep all payroll records.​​ 

8.养老金​​ 

Employers must offer a pension scheme to UK employees aged 22-66 who earn GBP 10,000 or more annually. However, employees can opt out. The pension scheme is jointly funded by the employer and employee at minimum contribution rates of 3% for employers and 5% for employees. Employee pension contributions are deducted before calculating tax on their remaining salary.​​ 

9.签证​​ 

Immigration rules change often, so it's crucial that your team members have the right to work in the UK. Under the EU Settlement Scheme, EU, EEA, and Swiss citizens can continue living, working, and studying in the UK following Brexit. Non-EU citizens need a work visa, such as a Skilled Worker visa or an Intra-Company Transfer visa.​​ 

10.就业权利法案​​ 

The Employment Rights Bill will likely become law in 2025. This bill contains amendments to further protect United Kingdom employees. These amendments will place new compliance requirements on employers looking to hire in the UK, including:​​ 

英国员工的期望值2026​​ 

Employees in the UK are concerned about their professional future. Our research found that 61% are worried about job loss and 59% think they lack the skills to thrive in an AI-powered workplace.​​  53% of workers in the UK are actively job hunting​​ 

About 53% of workers in the UK are actively job hunting or planning to switch jobs in 2026. Businesses hiring in the UK should highlight career progression opportunities and investment efforts in employee upskilling to ease these concerns. Including training and development pathways in job descriptions can differentiate you from competitors and serve as a powerful counterpoint to employee anxiety about AI.​​ 

Hiring models for global companies looking to hire in the UK​​ 

The best model when you decide to hire employees in the UK depends on your overall business goals.​​ 

模型​​  Known for​​  Key benefits​​  主要风险​​ 
直接雇主注册​​  Hire UK staff directly without a local entity via HMRC PAYE registration.​​   Allows direct hiring in the UK and control without a local entity.​​  Faces potential permanent establishment and corporate tax risks depending on the employee's role.​​ 
Employer of Record, like G-P EOR​​  A fast way to hire in the UK without a local entity. EOR manages all contracts, payroll, taxes, benefits, and compliance.​​  Helps fast, compliant market entry with minimal setup when hiring employees in the UK.​​  Risk of tax and health-and-safety liabilities if the client directs EOR workers like their real employer.​​ 
Subsidiary or branch​​  A subsidiary or branch creates a formal presence.​​  Offers maximum control, brand presence, scalability, and operational maturity.​​  High setup, maintenance, and compliance burdens, including entity creation and corporate tax.​​ 
Independent contractors, like G-P Contractor​​  Ideal for short-term projects or consulting without employer control.​​  Flexible access to specialized skills without a full-time commitment.​​   Misclassification risks for worker rights, unpaid taxes, and pension liabilities.​​  

英国顶级招聘中心​​ 

英国一些城市以特定产业而闻名。了解每个城市能提供什么，可以帮助您将招聘工作引向正确的地方，更快地填补职位空缺。​​ 

英国顶尖人才聚集地包括：​​  

英国的关键产业​​ 

了解英国的主要产业有助于您了解薪资和福利。 您可以利用这一洞察力，在投资和发展劳动力方面做出明智的选择。 英国的主要产业包括​​ 

英国招聘费用​​ 

每周工资中位数为英国英镑728​​ 

Salaries and benefits vary by occupation, but the median weekly wage of a full-time employee in the UK is around GBP 728. Hiring in the UK requires careful budgeting:​​ 

在英国雇用合同工的成本​​ 

聘用全职员工非常适合长期需求和核心业务职能。对于短期项目或在有限时间内需要专业技能时，承包商的成本效益更高。承包商的小时工资通常比雇员高，但可以让您节省几项开支，包括培训、NIC、养老金、假期、SSP 和其他福利。​​  

 A contractor solution such as G-P Contractor™ can help you hire and pay contractors in the UK with ease.​​ 

在英国招聘员工需要哪些条件​​ 

要招聘英国工人，您必须具备以下条件：​​ 

Partnering with an EOR streamlines all aspects of hiring in the UK. As a global EOR, we have entities worldwide. Instead of spending months setting up your own, you can use our EOR's UK subsidiary to hire employees in minutes.​​ 

英国招聘的6步骤​​ 

在办公室工作的女性​​ 

如果您想招聘英国员工，请按照以下步骤操作：​​  

了解英国雇佣合同​​ 

UK employment agreements must be backed by a written statement of particulars or contract with key employment terms. These include a job title and description, employment start date, compensation rate, holiday entitlements, sick pay, working hours, and notice periods.​​  

加入知识产权和保密条款，以保护您的专有信息。您可以加入试用期（一般为六个月或更短）和合理的非竞争条款。明确合同终止雇佣的条件和流程，也可以保护您免受不公平解雇索赔。​​ 

With Gia, you can draft contracts and other HR documents in seconds that comply with labor laws when hiring in the UK.​​ 

其他合规性和法律方面的考虑​​ 

Some other considerations when hiring employees in the UK include:​​  

在英国聘用承包商​​ 

在英国，与独立承包商合作是一种经济高效的方式，可以在不雇用全职员工的情况下测试市场并建立业务。英国的承包商了解当地的消费行为、规则和商业惯例。他们可以利用自己的设备和既定的工作流程迅速开始工作。​​ 

在英国，雇用承包商可以让您根据业务需求轻松调整劳动力，而无需承担雇佣的复杂性和成本。​​ 

Before you enter an agreement with an independent contractor in the UK, consider the following.​​ 

1.员工与独立合同工​​ 

UK labor law recognizes three employment statuses — employee, independent contractor (self-employed), and worker:​​ 

Workers operate like contractors, but must perform the contracted work personally, whereas contractors may subcontract work to third parties. Workers receive basic employment rights, such as minimum wage and paid holidays.​​ 

2.对误分类的罚款​​ 

Classifying someone as a contractor when they're not can lead to penalties. If misclassification occurs, you may need to:​​ 

3.如何向英国承包商支付薪酬​​ 

G-P Contractor简化了招聘和支付国际化承包商的繁琐、耗时的过程。 只需点击几下鼠标，即可创建和发布合同并向承包商付款，同时确保流程合规。​​ 

通过G-P在英国雇佣员工和承包商​​ 

Our SaaS and AI-powered products – EOR, Contractor, and Gia – help companies of all sizes build and manage global teams.​​  

With more than a decade of experience, the largest team of HR, legal, and compliance experts, and a global proprietary knowledge base, G-P is the recognized leader in global employment.​​ 

Make your expansion easier when you hire in the UK with G-P. Contact us or book a demo today.​​ 

联系G-P​​ 

常见问题​​