Hiring employees in the United Kingdom means navigating complex local labor laws, payroll regulations, and tax requirements. Utilizing an employer of record, companies can easily manage employee regulations in the UK. The employer of record (EOR) model simplifies this process, allowing your company to hire talent in minutes.
As a global EOR expert in the UK, G-P manages payroll, employment contract best practices, statutory and market norm benefits, and employee expenses, and more via our global entity infrastructure. You can count on our team of dedicated employment experts to provide comprehensive support for every hire.
With EOR solutions, you can focus on expanding without the obstacles of international compliance. This international approach enhances business reach and scalability by enabling hiring worldwide without a local entity.
Perekrutan di Inggris Raya dengan perusahaan yang terdaftar sebagai pemberi kerja resmi.
Engaging talent in the United Kingdom requires navigating a sophisticated legal framework. Partnering with a UK employer of record simplifies these complexities. Key considerations include:
- Employment classification: The UK has distinct legal categories for employees, workers, and self-employed contractors, each with different rights and employer obligations. Misclassification can lead to significant penalties.
- Competitive benefits: Offering robust benefits packages, including private health insurance and enhanced pension contributions, is crucial for attracting and retaining top talent in a competitive market.
- Non-compete clauses: UK courts scrutinize restrictive covenants. Recent legislation limits the length of non-compete clauses to a maximum of three months, making carefully drafted contracts essential.
- Termination: UK employment is not “at-will.” Terminating an employment contract requires a fair and legally sound process to mitigate the risk of unfair dismissal claims.
Layanan Employer of Record berbasis AIdari G-P menyederhanakan proses perekrutan di Inggris dengan mengelola klasifikasi pekerjaan, tunjangan, klausul non-kompetisi, dan pemutusan hubungan kerja. Mereka memastikan klasifikasi karyawan yang benar, mengurangi risiko kekeliruan klasifikasi. G-P mengelola paket tunjangan yang patuh dan kompetitif, termasuk opsi yang diatur oleh undang-undang dan sesuai norma pasar. Mereka juga memastikan kontrak kerja, seperti klausul non-kompetisi, dapat ditegakkan secara hukum dan memberikan panduan ahli tentang patuhi pemutusan hubungan kerja dan prosedur pemutusan hubungan kerja, meminimalkan risiko hukum.
Lihat cara kerja Employer of Record
Kontrak kerja di Britania Raya dengan perusahaan terdaftar.
In the UK, employers must provide a “written statement of particulars of employment” from day one of service. While this covers the basic terms, a comprehensive employment contract is the market standard for professional roles. An EOR ensures that all contracts are fully compliant with UK law, drafted to protect your intellectual property, and include necessary clauses on confidentiality and data protection. An offer letter and employment contract in the UK must always state the salary and any compensation amounts in British pounds (GBP).
Jam kerja di Inggris
While employers can set daily working hours, the Working Time Regulations 1998 limit the average work week to 48 hours, calculated over a 17-week reference period. It is common practice for employees to voluntarily sign an “opt-out” agreement, permitting them to work beyond this limit.
Perusahaan terdaftar di Inggris memastikan pengelolaan hari libur umum dan cuti yang patuh dengan memberikan cuti wajib (28 hari cuti berbayar termasuk hari libur umum) dan cuti pasar-normatif. Mereka mengelola variasi hari libur umum regional, menghitung hak pro-rata untuk pekerja paruh waktu, dan selalu mengikuti perkembangan perubahan undang-undang ketenagakerjaan di Inggris.
Hari libur nasional di Inggris
In 2025, England and Wales observe 8 public holidays:
- Hari Tahun Baru (Januari 1)
- Jumat Agung (April 18)
- Senin Paskah (April 21)
- Libur Bank Awal Mei (Mei 5)
- Libur Bank Musim Semi (Mei 26)
- Libur Bank Musim Panas (Agustus 25)
- Hari Natal (Desember 25)
- Boxing Day (Desember 26)
Skotlandia dan Irlandia Utara memiliki sedikit variasi dalam jadwal hari libur nasional mereka.
Hari-hari liburan di Inggris
Full-time employees are legally entitled to a minimum of 5.6 weeks of paid vacation per year, which equates to 28 days. This statutory vacation days can include public holidays. However, the market norm is to offer 20 to 25 days of vacation in addition to the 8 public holidays. Senior-level employees often negotiate for up to 30 days of vacation plus public holidays. Part-time employees are entitled to a pro-rata equivalent.
Cuti sakit dan cuti pengasuh di Inggris
Employees are eligible for Statutory Sick Pay (SSP) for up to 28 weeks if they are absent from work for four or more consecutive days. As of April 2025, SSP is paid by the employer at a rate of GBP 119.50 per week. A doctor's “fit note” is required for absences exceeding seven days. Most employers offer contractual sick pay benefits that are more generous than the statutory minimum. Additionally, employees are entitled to one week of unpaid Carer's Leave per year to care for a dependent with a long-term need.
Cuti hamil, cuti ayah, dan cuti orang tua di Inggris
Sebagai perusahaan yang terdaftar sebagai "Employer of Record" di Inggris, perusahaan tersebut memastikan pengelolaan cuti ayah yang patuh dengan selalu mengikuti perkembangan hukum ketenagakerjaan Inggris, menghitung pembayaran cuti ayah secara akurat, dan mengelola proses cuti. Mereka membantu perusahaan memahami persyaratan kelayakan, durasi cuti, dan tingkat upah menurut undang-undang, memastikan kepatuhan terhadap kerangka hukum untuk cuti ayah. Hal ini meminimalkan risiko hukum dan beban administratif bagi perusahaan.
The UK offers a comprehensive system of family leave, which includes extended redundancy protections for pregnant employees and those on family leave. Birthing parents are entitled to 52 weeks of maternity leave (26 weeks of Ordinary Maternity Leave and 26 weeks of Additional Maternity Leave), with a compulsory 2-week leave period after birth (4 weeks for factory workers). Statutory Maternity Pay (SMP) is payable for up to 39 weeks:
- Minggu pertama selama 6 minggu: 90% dari penghasilan mingguan rata-rata karyawan.
- Sisa 33 minggu: GBP 188.15 per minggu atau 90% dari penghasilan mingguan rata-rata, mana saja yang lebih rendah (nilai per April 2025).
Karyawan Mitra Bisnis berhak atas cuti ayah berbayar hingga dua minggu, yang dapat diambil sebagai dua minggu berturut-turut atau dua blok terpisah selama satu minggu. Orang tua yang memenuhi syarat juga dapat menggunakan Cuti Orang Tua Bersama (SPL), yang memungkinkan mereka untuk berbagi cuti hingga 50 minggu dan 37 minggu. Ketentuan serupa berlaku untuk adopsi.
Asuransi kesehatan dan tunjangan tambahan di Inggris
Lembaga UK Employer of Record membantu perusahaan dalam hal asuransi kesehatan dan tunjangan dengan mengelola Kontribusi Asuransi Nasional untuk layanan kesehatan publik, mencari dan mengelola tunjangan tambahan swasta yang kompetitif (seperti medis, gigi, perlindungan pendapatan, dan asuransi jiwa) untuk memenuhi harapan profesional, dan pada akhirnya menarik dan mempertahankan talenta Inggris.
Public healthcare is funded through National Insurance Contributions (NICs). Employers are required to contribute to this system, with the primary employer contribution being 13.8% on earnings above the secondary threshold (as of the 2025/26 tax year). While the National Health Service (NHS) provides comprehensive care, private supplementary benefits are a common expectation for professional roles. Highly valued benefits include private medical and dental insurance, income protection, and life insurance.
Program pensiun di Inggris
Program pensiun yang kompetitif adalah salah satu manfaat terpenting bagi karyawan Inggris. Di bawah skema pendaftaran otomatis pemerintah, pemberi kerja harus menyediakan pensiun di tempat kerja. Total kontribusi minimum adalah 8% dari penghasilan yang memenuhi syarat. Hal ini biasanya dibagi dengan kontribusi minimum perusahaan sebesar 3% dan kontribusi karyawan sebesar 5% (yang mencakup keringanan pajak pemerintah). Banyak perusahaan menawarkan kontribusi tambahan di atas minimum yang ditetapkan undang-undang untuk menciptakan paket kompensasi yang lebih menarik.
Sebagai UK Employer of Record (EOR), perusahaan memastikan kepatuhan terhadap pendaftaran otomatis pensiun di tempat kerja, dan mengelola kontribusi perusahaan (min. 3%) dan minimum keseluruhan 8% (termasuk keringanan karyawan dan pajak). EOR juga memfasilitasi penawaran pensiun yang lebih baik untuk menarik talenta dari Inggris.
Bonus di Inggris
Program bonus di Inggris dapat bersifat kontraktual atau diskresioner. Baik terkait dengan kinerja individu, perusahaan, atau TIM, praktik terbaiknya adalah memiliki kebijakan tertulis yang jelas untuk mengelola ekspektasi dan memastikan keadilan. Penyedia Layanan Ketenagakerjaan (Employer of Record) dapat memberikan panduan tentang penyusunan skema bonus yang kompetitif dan sesuai aturan.
Pemutusan hubungan kerja dan pemutusan hubungan kerja di Inggris
Employers must provide notice to terminate an employment contract. The required notice is the longer of the statutory period or the contractual period. Statutory notice is based on length of service: one week for service between one month and two years, then one week for each full year of service, up to a maximum of 12 weeks. Contractual notice is typically one month for junior roles and three months or more for senior positions. If an employee is made redundant after at least two years of continuous service, they are entitled to statutory redundancy pay. The calculation is based on age and length of service (capped at 20 years):
- 0.5 gaji seminggu untuk setiap tahun masa kerja di bawah umur 22.
- 1 minggu gaji untuk setiap tahun masa kerja penuh antara usia 22 dan 40.
- 1.5 minggu gaji untuk setiap tahun masa kerja penuh sejak usia 41.
Batas gaji mingguan yang digunakan untuk perhitungan ini adalah sesuai dengan undang-undang (GBP 710 per minggu per April 2025). Menavigasi hukum pemutusan hubungan kerja dan pesangon di Inggris merupakan risiko kepatuhan yang signifikan. Penyedia Layanan Kepatuhan (Employer of Record) memberikan panduan ahli untuk memastikan semua prosedur adil, sesuai aturan, dan meminimalkan risiko.
Penggajian dan pajak di Inggris
Pengusaha di Inggris bertanggung jawab atas pemotongan pajak pendapatan dan Kontribusi Asuransi Nasional perusahaan dan karyawan dari pembayaran gaji berdasarkan sistem Bayar Saat Menerima Pendapatan (Pay As You Earn) (Bayar Saat Menerima Pendapatan (Pay As You Earn)). Hal ini melibatkan perhitungan yang rumit dan pelaporan rutin kepada His Majesty's Revenue and Customs (HMRC). Penyedia Layanan Pemberi Kerja (Employer of Record) mengelola penggajian dan kepatuhan pajak di Inggris, memastikan iuran pensiun (TIM) Anda dibayarkan dengan benar dan tepat waktu, sekaligus mengurangi beban administratif bagi perusahaan Anda.
Bagaimana cara memilih produk dan layanan perusahaan pencatatan (company of record) Inggris yang tepat?
Memilih mitra Employer of Record yang tepat sangat penting untuk kesuksesan Anda di Inggris. Mitra yang tepat membantu Anda menavigasi pasar yang kompleks, merekrut talenta dengan cepat, dan mengembangkan bisnis Anda dengan percaya diri.
Ketika Anda mengevaluasi EOR, pertimbangkan faktor-faktor kunci berikut ini untuk ekspansi di Inggris.
- UK compliance expertise Your EOR must have deep, localized knowledge of UK employment law. This includes navigating Pay As You Earn (PAYE) tax regulations, National Insurance contributions, statutory benefits like pensions auto-enrolment, and complex post-Brexit right-to-work verification. Their expertise ensures you mitigate risk and maintain full compliance.
- In-country owned entity Does the EOR operate through its own legal entity in the UK or rely on third-party partners? An employer of record with a wholly owned entity provides direct control over compliance, payroll, and data security. This model eliminates the risks and communication delays that can occur when your partner outsources critical HR functions, offering greater stability and a seamless experience for your UK team.
- Comprehensive service and support Look for a partner that manages the entire employee lifecycle, from compliant onboarding to payroll and benefits administration. Ensure they have a dedicated team of UK-based HR and legal experts available to provide guidance on complex issues and support your team in their local time zone.
- A unified technology platform A powerful global employment platform gives you real-time visibility into your UK operations. It simplifies payroll, streamlines HR tasks, and provides a consistent, high-quality experience for your employees, helping you manage your UK team with greater efficiency. Look for employer of record technology that utilizes AI to automate key workflows and provide up-to-date information on labor law changes.
- Scalability for UK growth The UK has a highly competitive talent market. Your EOR partner must be able to scale with you, whether you are hiring your first employee or building a large team. A scalable solution allows you to onboard talent quickly and grow without delays.
- Proven UK experience Choose an EOR with a strong, verifiable track record in the UK. Look for positive customer testimonials and case studies that demonstrate their expertise in the market and their ability to support companies like yours.
Mengapa memilih G-P sebagai perusahaan pemberi kerja resmi (Employer of Record) untuk perekrutan di Inggris Raya?
G-P EOR is the recognized leader in global employment, ranked No. 1 in every industry analyst report. G-P’s global employment platform delivers everything companies of all sizes need to manage the full employee lifecycle with its trusted Global HR Agent, G-P Gia, and AI-powered Employer of Record (EOR) and Contractor products. G-P supports teams in 180+ countries with more than a decade of global employment experience, the largest team of in-country HR, legal, and compliance experts, and its unmatched proprietary knowledge base.
G-P is also the preferred partner for leading HCM, PEO, and payroll platforms. Bring your workforce data together in one place to maintain existing workflows while guaranteeing consistent and accurate data across your integrated systems.
Request a proposal today to start hiring in the UK today.
