Practical questions before a UK EOR hire

Confirm the employing entity, accepted role, right-to-work process, written terms, payroll funding and support contact before agreeing a start date. The tax and right-to-work points below are UK-scoped. The employment particulars, leave, redundancy and transfer guidance is for Great Britain; a Northern Ireland hire needs its own employment-law check.

What documents must be ready before work starts?

Agree who completes the right-to-work check and who issues the employment documents. Give the provider the actual work location, role, pay, working pattern and proposed start date. An EOR service offer does not by itself provide immigration permission.

The employer must check the applicant's right to work before employing them.

Scope and conditions: The permitted check depends on the person's status and documents; an EOR offer does not establish visa sponsorship eligibility.

UK · official guidance · Verified 2026-10-11 · GOV.UK right-to-work checks

The principal written statement is due on the first day of employment; the wider statement is due within two months.

Scope and conditions: A written statement is distinct from the employment contract. Northern Ireland rules require a separate check.

Great Britain · official guidance · Verified 2026-10-11 · GOV.UK employment particulars

Are any roles or workers excluded?

We have not verified a complete exclusion list for these providers. Ask for written acceptance of the actual job, worker status and work location. Do not treat general UK availability as confirmation of visa sponsorship, regulated-role acceptance or a particular employment arrangement.

How long will onboarding take?

No comparable, binding onboarding timeline was established. Ask the chosen provider to confirm when the contract, right-to-work check and funding must be complete to meet the intended start and first-payroll dates. Treat a marketing estimate as conditional until those dependencies are agreed.

What leave and notice should the offer address?

For a Great Britain hire, specify whether bank holidays are included in the leave allowance and whether the contract offers more than the statutory minimum. Ending the client’s EOR service does not make the employee’s notice, consultation or payment obligations disappear.

Most workers on a five-day week receive at least 28 days of paid annual leave, equivalent to 5.6 weeks; bank holidays may be included.

Scope and conditions: Part-time and irregular-hours calculations differ. Northern Ireland employment guidance should be checked separately.

Great Britain; regular five-day working week · official guidance · Verified 2026-10-11 · GOV.UK holiday entitlement

Minimum redundancy notice is one week after one month of employment, one week per year between two and twelve years, and twelve weeks at twelve years or more.

Scope and conditions: Longer contractual notice can apply. Notice is only one part of a lawful redundancy process; pay and consultation require separate assessment.

Great Britain; redundancy notice · official guidance · Verified 2026-10-11 · GOV.UK redundancy notice

What happens when switching EOR?

Have the outgoing and incoming providers assess employment continuity before setting a transfer date. Ask them to document accrued leave, liabilities, payroll cutoffs and funding overlap. A new service contract does not settle whether employment-transfer protections apply.

TUPE can protect workers in qualifying business transfers and service-provider changes.

Scope and conditions: Do not assume switching EOR automatically qualifies. Assess the activities, employee grouping, continuity and consultation before choosing a transfer date.

Great Britain; qualifying transfers · official guidance · Verified 2026-10-11 · Acas TUPE transfers

What escalation should the contract cover?

Ask for a named route for urgent payroll and employment cases, staffed hours, the escalation owner and any enforceable response or resolution commitment. Remote’s published human hours differ from its AI hours; Teamed publishes account ownership. These are provider statements, not service trials.

RemoteAI operates 24/7; human Live Messaging is available 24/5, Monday to Friday. Users can request an agent and track support tickets. For general email enquiries, Remote says it aims to respond within 24 hours.

Scope and conditions: Published provider-wide hours, not a signed UK resolution commitment. 24/7 AI access is not 24/7 human support; no urgent-case resolution guarantee was verified. The email response target is not a guaranteed resolution time. The separate Global Payroll SLA is not automatically an EOR commitment.

Global provider policy · provider statement · Verified 2026-10-11 · Remote human, AI and email support

Teamed says one specialist owns each account, employees can contact it directly, and its email support desk runs 24/5.

Scope and conditions: Provider-wide advertised support, not resolution SLA.

Global provider policy · provider statement · Verified 2026-10-11 · Teamed customer service