Where an EOR route is appropriate, RPS becomes the legal employer through its own entity and handles PAYE, NI, pensions and statutory employment administration.
An Employer of Record employs a worker through its own registered entity. The EOR handles employment contracts, payroll, PAYE, National Insurance, pension duties, statutory employment processes and employment records. The client directs the worker's day-to-day activity.
This can help a company hire in the UK without first setting up its own employing entity. It should still be checked properly. EOR does not remove every corporate, tax or permanent establishment risk for the client. Those questions depend on the client's activities, control, revenue generation and local facts, and may need separate advice.
Employment liability sits with the EOR for the employment it undertakes, subject to the contract and applicable law. Client responsibilities, commercial risk, health and safety, data protection, supervision and corporate tax questions must be mapped clearly. Here is what you get with RPS Contracts EOR:
Hire through an RPS entity where appropriate, without building your own UK payroll and HR function.
We carry employer responsibilities for the employment we undertake, subject to contract and law.
Setup can be quick once worker details and contract terms are confirmed.
Businesses that want to employ UK-based staff without owning a UK payroll or HR entity, including overseas companies hiring their first UK employee.
For companies hiring UK-based workers before they have a UK employing entity ready.
For teams testing a UK hire or small UK team before committing to entity setup.
For companies that need payroll and employment administration handled without building a local HR and payroll function immediately.
The Employer of Record service, with responsibilities set out.
RPS employs the worker through its entity, subject to role, checks and contract setup.
PAYE, NI, payslips, pension contributions and payroll records handled through the EOR payroll.
Holiday, statutory sick pay, family leave processes and employment records administered by RPS.
You direct the day-to-day work, objectives and operational priorities.
We state what the EOR covers and where you should take separate corporate tax, legal or permanent establishment advice.
Pay runs, payslips and RTI reporting to HMRC managed each cycle.
Answers to the most common questions about Employer of Record.
An Employer of Record is a company that becomes the legal employer of a worker through its own entity. It handles payroll, employment contracts, statutory employment administration and employer payroll duties, while the client directs day-to-day work.
An EOR can allow you to hire without setting up your own employing entity first, where the arrangement is suitable. It does not answer every corporate tax, trading, permanent establishment or regulatory question for your business.
The EOR carries employer responsibilities for the employment it undertakes, subject to contract and law. Some client-side responsibilities may still remain, including operational control, health and safety duties, data handling and wider corporate risk.
Setup can be quick once we have the worker's details and contract terms. The EOR handles employment contracts, payroll, PAYE, NI, pension duties and statutory processes, with client responsibilities, supervision and corporate tax questions mapped clearly.
Tell us the role, location, start date and why you need an EOR route. We will show what RPS can employ, what the contract needs to cover and what needs separate advice.