How to Choose a UK Employer of Record When You're Managing Teams Across Europe

TL;DR: Choosing a UK employer of record is a structural decision about how you will employ, protect, and eventually transition your UK team, not a vendor procurement exercise. The Employment Rights Act 2025 has shortened unfair dismissal qualifying periods and strengthened day-one statutory rights, which means the compliance stakes for UK EOR arrangements have increased materially since 2024.

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What Actually Matters When Choosing a UK EOR Partner

This is not a feature checklist. Mid-market HR leaders are making six-figure decisions about UK employment models, often on partial information and conflicting vendor advice. The evaluation criteria reflect what actually matters for companies with 200 to 2,000 employees hiring across 5+ countries.

We scored providers on strategic advisory capability, regulatory expertise depth, mid-market fit, and unified global employment operations capability. Strategic advisory matters more than platform features because the real question is when to use contractors, when a UK employer of record makes sense, and when the economics and risk profile shift in favour of your own UK entity. Regulatory expertise is non-negotiable in 2026 given Employment Rights Act 2025 changes to unfair dismissal timing, redundancy consultation rules, and day-one statutory rights. Mid-market fit separates useful partners from mismatched vendors—enterprise providers often oversell governance complexity to mid-market buyers, while tool-only platforms leave you without strategic guidance when headcount reaches double digits and entity decisions loom.

Data sources included vendor documentation reviewed in January 2026, product demonstrations, published pricing pages, and customer references where available. Teamed's perspective as a unified global employment partner for mid-market companies managing international teams across multiple platforms informed the evaluation framework.

UK EOR Providers at a Glance

Pricing from January 2026. Times assume you have your paperwork ready. Check with your legal team before making decisions.

Teamed: When You're Drowning in Vendors and Need One Clear View

Teamed is the unified global employment partner for mid-market companies that need to consolidate contractors, UK EOR, and entities under a single advisory relationship. If you are managing UK employment across multiple vendors with no single view of headcount and spend, Teamed ends that fragmentation.

The advisory model centres on a contractor to UK EOR to UK entity decision tree tailored to your hiring horizon, headcount plans, and sector risk. Teamed advises on Employment Rights Act 2025 implications (as of January 2026; subject to commencement and secondary regulation) for unfair dismissal timing, redundancy exposure, and day-one rights. The team builds UK EOR risk registers covering employing entity structure, collective consultation triggers, and Fair Work Agency enforcement trends.

Teamed operates in 180+ countries and has advised over 1,000 companies on global employment strategy. UK decisions sit within a broader European context, including EU Platform Work Directive classification (member-state implementation varies; UK not bound) and GDPR-aligned employee data handling. Onboarding typically takes 5–10 business days including advisory design sessions. Pricing is custom and includes advisory support across all employment models.

You'll like this if: You're a VP People or CFO who wants one person to call about all your employment questions. You're tired of managing contractors here, EOR there, and entities somewhere else. You want everything in one place with someone who actually understands your situation.

Look elsewhere if: You're a small company that just wants to click buttons and get people paid. Or if you need someone onboarded in less than 3 days and don't care about getting the employment model right.

Remote: Best UK Employer of Record for Owned Entity Infrastructure with Self-Serve Tools

Remote owns its UK employing entity (Remote Technology Ltd), which clarifies the legal structure for consultation thresholds and unfair dismissal segmentation. This matters when you need to understand exactly who employs your UK team and how redundancy headcount aggregates. The platform operates in 80+ countries with typical UK onboarding in 3–5 business days given complete documentation.

The platform offers solid UK compliance resources that your team can interpret alongside counsel for Employment Rights Act changes (as of January 2026; confirm current rules with UK counsel) and redundancy issues. Mature onboarding and payroll workflows support consistent execution, though you decide EOR-to-entity timing using your own frameworks. Pricing starts from £299 per employee per month.

Remote's broad country spread supports consistent UK EOR use as you add markets, reducing fragmentation if governed well internally. The self-serve model works when you have existing global employment strategy and need UK infrastructure more than advisory design.

Best for: Product-led organisations with an existing global employment strategy needing UK infrastructure more than advisory design, typically with in-house legal capacity.

Not ideal for: Teams seeking deep mid-market advisory on when to graduate to a UK entity, or organisations needing strategic guidance on contractor-to-EOR conversion timing.

Deel: When You're Already Using Them for Contractors

Deel provides a single interface for contractors and UK EOR employees across 150+ countries, with 100+ HRIS and finance integrations that support internal analytics on UK headcount and spend. If you are already using Deel for contractors and want to convert some to EOR employees, the unified workflow reduces fragmentation. Typical UK EOR onboarding takes 2–7 business days depending on documentation completeness, with pricing from £299 per employee per month.

The platform offers accessible UK employment information and templates to interpret amid changing unfair dismissal rules and day-one rights (as of January 2026; rules subject to change). You own the strategic model and compliance depth. Deel tracks and converts UK contractors to EOR employees, which aligns with common mid-market conversion phases.

The integrations make it easier to answer your CFO's question: 'What are we spending and where?' However, platforms can add to vendor sprawl absent an overarching advisor. Consider pairing with an external decision framework if you lack an explicit UK employment model strategy.

Best for: Integration-focused tech companies viewing the UK as one of several markets and wanting a familiar platform for contingent and employed workers, typically with 100+ international employees.

Not ideal for: Organisations lacking an explicit UK employment model framework who risk defaulting to EOR without strategy, or teams needing dedicated UK regulatory advisory beyond platform documentation.

Boundless: Best UK Employer of Record for European Employment Law Depth

Boundless provides detailed written guidance on UK and EU employment law across 170+ countries with a conservative, compliance-first approach. The UK guides cover statutory benefits, notice periods, collective consultation, and EOR operations in local law. Typical onboarding takes 5–7 business days, with pricing from £349 per employee per month.

The emphasis on proper application of UK statutory rights is particularly relevant amid Employment Rights Act 2025 changes (as of January 2026; confirm with UK counsel). Boundless suits deliberate, slower-scaling companies that want a strong baseline for more complex advisory discussions. The European footprint supports treating the UK as part of a broader EU employment landscape.

HR leaders who self-educate via content and then coordinate with internal or external advisors on entity timing and structure will find Boundless useful. The compliance documentation is thorough but does not replace strategic advisory on when to transition from EOR to owned entity.

Best for: HR leaders who self-educate via content and then coordinate with internal or external advisors on entity timing and structure, typically in regulated industries prioritising documentation depth.

Not ideal for: Teams needing to unify fragmented global employment operations across multiple models and platforms, or organisations requiring proactive strategic advisory rather than documentation-led compliance.

G-P: Best UK Employer of Record for Upper Mid-Market and Enterprise Scale

G-P operates in 180+ countries and is geared to organisations near enterprise scale seeking mature governance in UK EOR. The provider has experience with complex redundancies, senior dismissals, and multi-site restructures. Typical onboarding takes 7–14 business days with enterprise onboarding processes, and pricing starts from £499 per employee per month.

Enterprise-grade controls and documentation support audit readiness for listed or heavily regulated firms. G-P fits larger transformation programmes where UK EOR is part of a multi-region workforce plan. The provider is comfortable with cross-border mixes of UK entities and EOR populations.

However, enterprise providers are often oversold to mid-market buyers. Validate whether you truly need enterprise governance or whether a leaner advisory model would serve you better. G-P suits organisations with 1,000+ employees or complex compliance requirements.

Best for: Upper mid-market and enterprise buyers operating like large corporates willing to adopt enterprise governance and cost models, typically with dedicated internal compliance teams.

Not ideal for: Core mid-market firms seeking rapid strategic clarity without long consulting engagements, or organisations with fewer than 500 employees where enterprise overhead may not be justified.

Papaya Global: Best UK EOR for Finance-Led Payroll Analytics and Reporting

Papaya Global operates in 160+ countries and appeals to finance teams seeking data-rich payroll analytics across UK and other markets to inform their own strategy. The platform tracks UK payroll and tax changes and surfaces them in dashboards. Typical onboarding takes 5–10 business days, with pricing from £399 per employee per month.

Strong payroll accuracy aligned with UK statutory rules reduces operational risk in EOR. Analytics quantify total UK employment cost including EOR fees, supporting total cost of ownership models. The global payroll perspective enables UK-EU comparisons for headcount and entity decisions.

Analytics provide raw material for decision-making, but they do not resolve nuanced Employment Rights Act (as of January 2026; not legal advice), redundancy, or classification strategy questions. Advisory interpretation remains necessary for structural UK employment choices.

Best for: Analytically mature finance teams wanting to lead UK EOR cost and structure discussions via internal models, typically in organisations with 300+ employees across multiple countries.

Not ideal for: Teams expecting analytics alone to resolve nuanced Employment Rights Act, redundancy, or classification strategy, or organisations needing strategic advisory beyond data visualisation.

Velocity Global: Best UK Employer of Record for Wide Global Coverage Using In-Country Partners

Velocity Global offers coverage in 185+ countries, with UK EOR delivered via in-country partners. Access to local UK partners can yield granular insight if track record is validated. Typical onboarding takes 7–14 business days depending on partner coordination, with custom pricing that varies by partner model.

Partner models work when accountability, audit history, and ERA 2025 handling (as of January 2026; confirm with UK counsel) are well documented. A single brand coordinating multiple partners suits firms treating the UK as one of many markets. Experience with multiple employing entities informs redundancy aggregation and consultation risk discussions.

However, buyers need to manage partner-network accountability and compliance verification actively. Request documentation of UK partner entity details, audit history, and specific ERA 2025 implementation approach before contracting.

Best for: Companies expanding into hard-to-reach markets that also need UK EOR and can manage added contract and risk complexity, typically with 500+ employees across 10+ countries.

Not ideal for: Buyers unwilling to manage partner-network accountability and compliance verification, or organisations prioritising direct entity ownership and single-vendor simplicity.

Multiplier: Best UK EOR for Fast Early-Stage UK Expansion

Multiplier operates in 150+ countries and is designed for quick UK hiring via EOR with strong platform usability. Standard UK compliance gets first hires in fast, with typical onboarding in 2–5 business days. Pricing starts from £279 per employee per month, making it one of the more cost-accessible options for early-stage UK testing.

Speedy onboarding should pair with clear probation documentation given shorter unfair dismissal qualifying periods (as of January 2026; confirm with UK counsel). The platform acts as a bridge for initial UK hires while you collect data to decide on a UK entity with an advisory partner. Multiplier supports contractors and EOR hires during experimentation phases.

The entity inflection often arrives earlier than expected. Recommend layering advisory once contractor conversion and double-digit UK headcount appear, typically within 6–12 months of first UK hire.

Best for: Early expansion with limited internal HR and execution-first needs with plans to add deeper advisory later, typically organisations making their first 1–5 UK hires.

Not ideal for: Teams likely to stay on EOR by inertia without a review cadence or decision framework, or organisations already at 10+ UK employees needing entity transition planning now.

Oyster: Best UK EOR for Distributed-First Companies

Oyster positions itself for remote-first companies building distributed teams across 180+ countries including the UK. The platform handles UK statutory requirements and provides country-specific guidance. Typical onboarding takes 3–7 business days, with pricing from £299 per employee per month.

The user experience suits companies where HR operations are lean and distributed hiring is the norm rather than the exception. Oyster's UK EOR offering integrates with their broader global platform, supporting consistent processes across markets. The platform includes employment contract templates and statutory benefits administration.

Documentation covers UK-specific requirements but does not replace strategic advisory on entity transition timing or complex redundancy scenarios. Oyster works best when paired with internal or external counsel for structural employment decisions.

Best for: Remote-first companies building distributed UK teams as part of a broader global workforce, typically with 50–500 employees across multiple countries and limited central HR infrastructure.

Not ideal for: Companies needing deep UK regulatory advisory or complex entity transition planning, or organisations with established UK operations requiring sophisticated redundancy and restructuring guidance.

Rippling: Best UK EOR for IT and HR System Consolidation

Rippling combines HR, IT, and finance into one platform across 90+ countries, with UK EOR as part of a broader workforce management suite. Device management, app provisioning, and payroll sit alongside employment. Typical onboarding takes 5–10 business days including IT setup, with pricing from £349 per employee per month plus IT management fees.

The integrated approach reduces tool sprawl for companies that want IT and HR unified. UK compliance is handled within the broader platform architecture, with statutory requirements managed through standardised workflows. The platform supports Mac and PC device management, software provisioning, and access control alongside EOR employment.

UK-specific employment advisory is limited compared to specialist EOR providers. Rippling suits organisations prioritising IT-HR integration over deep UK regulatory guidance, typically tech companies with 100+ employees.

Best for: Tech companies wanting IT and HR consolidated with UK EOR as one component of a unified system, typically with strong internal IT teams and standardised device management needs.

Not ideal for: Companies seeking UK-specific employment advisory or complex compliance guidance, or organisations without significant IT management requirements where the integrated model adds unnecessary cost.

Safeguard Global: Best UK EOR for Established Multinationals

Safeguard Global serves established multinationals with existing UK operations that need EOR for specific use cases across 170+ countries. The provider has long experience with complex international employment structures. Typical onboarding takes 10–14 business days with enterprise processes, and pricing is custom based on scope.

UK EOR sits within broader global workforce solutions including managed services and consulting. The approach suits companies with sophisticated internal HR and legal teams that need execution support rather than strategic guidance. Safeguard Global handles project-based hiring, transitional employment, and specific regulatory scenarios.

The provider's strength is operational execution within client-defined strategy rather than advisory-led employment model design. Multinationals with established UK entities using EOR for overflow or project work will find the service reliable.

Best for: Established multinationals with existing UK presence needing EOR for specific project-based or transitional hiring, typically with 2,000+ global employees and mature internal HR/legal functions.

Not ideal for: Mid-market companies seeking strategic advisory on UK employment model decisions, or organisations making initial UK market entry without established global employment infrastructure.

Atlas: Best UK EOR for Compliance-Focused Scaling

Atlas emphasises compliance infrastructure across 160+ countries with UK EOR delivered through owned entities in many markets. The provider focuses on reducing compliance risk through standardised processes. Typical onboarding takes 5–7 business days, with pricing from £329 per employee per month.

UK statutory requirements are handled through established workflows covering PAYE, pension auto-enrolment, and statutory benefits. Atlas suits companies scaling internationally with compliance as the primary decision driver. The platform includes compliance dashboards and documentation repositories.

Strategic advisory on entity transition timing is limited compared to advisory-led providers. Atlas works best for organisations with clear internal employment strategy needing reliable compliance execution across multiple markets.

Best for: Companies scaling internationally with compliance as the primary decision driver, typically with 200–1,000 employees across 5+ countries and established internal employment strategy.

Not ideal for: Organisations needing strategic advisory on when to transition from EOR to UK entity, or companies seeking proactive guidance on contractor classification and employment model optimisation.

Lano: Best UK EOR for European-Headquartered SMBs

Lano serves European-headquartered companies expanding into the UK across 170+ countries with a platform designed for EU-UK cross-border employment. The interface supports multiple European languages and currencies. Typical onboarding takes 3–5 business days, with pricing from £249 per employee per month.

UK EOR integrates with broader European employment management, supporting consistent processes across EU and UK markets. Lano suits smaller European companies making initial UK hires as part of post-Brexit expansion. The platform handles currency conversion and multi-country payroll consolidation.

Advisory depth is limited compared to specialist providers. Lano works best for European SMBs with 20–200 employees making their first 1–10 UK hires and prioritising EU-UK workflow consistency.

Best for: European SMBs making first UK hires as part of broader EU expansion, typically with headquarters in Germany, France, or Netherlands and 20–200 total employees.

Not ideal for: Mid-market companies with complex UK employment structures or entity transition needs, or organisations requiring deep UK regulatory expertise beyond standard compliance execution.

Omnipresent: Best UK EOR for Compliance Documentation

Omnipresent provides detailed compliance documentation for UK employment across 150+ countries including contracts, policies, and statutory requirements. The platform emphasises transparency in employment terms. Typical onboarding takes 5–7 business days, with pricing from £299 per employee per month.

UK EOR is delivered with clear documentation of employer obligations and employee rights under current legislation (as of January 2026; subject to change). The approach suits companies that want detailed records of compliance positioning for audit and governance purposes.

Strategic advisory on employment model transitions is limited. Omnipresent works best when paired with internal or external counsel for structural decisions about entity timing and contractor classification.

Best for: Companies prioritising detailed compliance documentation and employment record transparency, typically in regulated industries with strong audit requirements and 100–500 employees.

Not ideal for: Organisations needing strategic advisory beyond documentation, or companies seeking proactive guidance on entity transition timing and employment model optimisation.

Horizons: Best UK EOR for Emerging Market Expansion

Horizons offers UK EOR as part of a platform across 180+ countries that emphasises emerging market coverage. The provider handles UK statutory requirements while supporting expansion into less common markets. Typical onboarding takes 7–10 business days, with pricing from £329 per employee per month.

UK employment sits within a broader global footprint that includes challenging jurisdictions in Africa, Asia, and Latin America. Horizons suits companies with diverse geographic expansion plans that need consistent UK EOR alongside emerging market capability.

UK-specific advisory depth may be less than specialist providers focused primarily on developed markets. Horizons works best for organisations prioritising geographic breadth over deep UK regulatory expertise.

Best for: Companies expanding into emerging markets that also need UK EOR capability, typically with 300+ employees across 10+ countries including challenging jurisdictions.

Not ideal for: Companies focused primarily on UK and established European markets, or organisations requiring deep UK regulatory advisory and entity transition planning.

Skuad: Best UK EOR for Cost-Conscious Scaling

Skuad positions itself as a cost-effective UK EOR option across 160+ countries for companies scaling international teams. The platform handles UK statutory requirements at competitive price points. Typical onboarding takes 3–5 business days, with pricing from £229 per employee per month.

UK employment is managed through standardised processes designed for efficiency. Skuad suits companies prioritising cost management in their UK expansion, particularly during early scaling phases. The platform includes basic compliance documentation and payroll execution.

Advisory support is limited compared to higher-priced providers. Skuad works best for cost-conscious organisations with clear internal employment strategy needing reliable execution at accessible price points.

Best for: Cost-conscious companies making UK hires as part of broader international scaling, typically with 50–300 employees and tight budget constraints prioritising execution over advisory.

Not ideal for: Companies needing deep UK regulatory expertise or complex compliance guidance, or organisations requiring strategic advisory on entity transition timing and employment model optimisation.

Remofirst: Best UK EOR for Startup Speed

Remofirst offers fast UK EOR onboarding across 180+ countries for startups and early-stage companies. The platform emphasises speed and simplicity in getting UK employees hired. Typical onboarding takes 1–3 business days with complete documentation, with pricing from £199 per employee per month.

UK statutory requirements are handled through streamlined processes optimised for speed. Remofirst suits companies that prioritise speed over comprehensive advisory, typically startups making their first international hires. The platform includes basic employment contracts and statutory benefits administration.

Strategic guidance on entity transition timing and contractor classification is minimal. Remofirst works best for very early-stage companies needing fast execution with plans to add advisory support as they scale.

Best for: Startups needing fast UK hiring without complex compliance requirements, typically with fewer than 50 total employees making their first 1–3 UK hires.

Not ideal for: Companies with complex UK employment structures or entity transition planning needs, or organisations requiring deep regulatory advisory and strategic employment model guidance.

Foxhire: Best UK EOR for Niche Sector Expertise

Foxhire provides UK EOR across 100+ countries with sector-specific expertise in certain industries including healthcare, technology, and professional services. The provider handles UK statutory requirements with understanding of industry-specific compliance considerations. Typical onboarding takes 7–10 business days, with custom pricing based on sector requirements.

UK employment is managed with attention to sector norms and regulatory requirements specific to certain industries. Foxhire suits companies in specialised sectors with specific compliance needs that generic EOR providers may not address fully.

Geographic coverage is narrower than global-first providers. Foxhire works best for organisations in target sectors prioritising industry expertise over broad country coverage.

Best for: Companies in specialised sectors needing UK EOR with industry-specific expertise, typically in healthcare, technology, or professional services with 100–500 employees.

Not ideal for: Companies seeking broad strategic advisory on UK employment models, or organisations requiring extensive geographic coverage beyond core markets.

Here's How I'd Choose If I Were in Your Seat

Choose a UK employer of record if you are hiring 1–9 UK employees in the next 6–12 months, testing the UK market, or converting a handful of contractors and want to avoid premature entity setup while complying with Employment Rights Act protections (as of January 2026; confirm with UK counsel).

Choose a UK employer of record plus entity roadmap if you forecast UK headcount reaching 10–25 employees within 12–18 months, see the UK becoming a material hub with growing revenue, and need advisory support on when unfair dismissal risk, redundancy obligations, and cost tipping points favour your own UK entity.

Choose a UK entity with targeted EOR or contractor use if you have 10+ established UK employees, need direct control over senior hires and regulated roles, and can support local HR and payroll infrastructure, governed by a unified global employment operations strategy.

Choose an advisory-led partner if you are managing employment across 5+ countries with fragmented vendor relationships, cannot produce a consolidated view of international headcount and spend without manual reconciliation, and need a single employment-model decision framework rather than country-by-country vendor tactics.

Choose a provider with owned UK entity structure if your organisation anticipates restructures affecting 20+ employees within 90 days (collective consultation may be triggered; confirm with UK counsel), because collective-consultation obligations can be sensitive to employing entity and headcount aggregation.

Choose unified global employment operations if you already have 3+ EOR vendors, spend more than 5 hours per month reconciling international employment data, and make critical employment decisions with incomplete information due to system fragmentation.

Choose to stay on EOR longer if you are in your first 12–24 months in the UK market with fewer than 10 employees, regulatory uncertainty is high, or you lack local HR and legal support resources to manage entity infrastructure.

Choose to plan entity transition if your UK headcount is trending toward 10+ employees within 6 months and you want to avoid a rushed migration, because payroll registrations, benefits continuity, and contract changes require 90–120 days coordinated lead time.

Questions I'd Ask Before Signing With Any UK EOR

What is a UK employer of record in strategic terms for mid-market companies?

A UK employer of record is a third-party employer that becomes the legal employer of your UK workers, runs locally compliant PAYE payroll and benefits, and carries employer obligations while you direct day-to-day work. For mid-market companies (typically 200–2,000 employees or £10M–£1B revenue), EOR is one model among contractors and entities, best for market entry and transition rather than an automatic long-term default.

When should we move from a UK employer of record to our own UK entity?

Start planning when you forecast 10+ sustained UK employees within 6–12 months, have material local revenue, or face increased regulatory exposure. Model tipping points across unfair dismissal risk, redundancy liabilities, and per-head costs (EOR typically costs £250–£500 per employee per month versus £50–£150 for owned entity payroll). The UK is a Tier 1 country where entity establishment typically makes sense at 10–15 employees for English-speaking operations. This is not legal or financial advice; confirm with UK counsel and your finance team.

How does the Employment Rights Act 2025 affect UK employer of record arrangements?

The ERA 2025 (as of January 2026; subject to commencement and secondary regulation) shortened unfair dismissal qualifying periods, removed compensation caps in certain circumstances, and strengthened consultation requirements. These changes apply to EOR employees and direct hires alike. Tighten documentation and processes regardless of employment model. Confirm current rules and effective dates with UK employment counsel; this is not legal advice.

What strategic risks cannot be outsourced to a UK employer of record?

Reputational risk, role design, redundancy programmes, and contractor classification decisions remain yours regardless of EOR arrangement. Maintain a UK risk register and legal strategy with counsel. The EOR handles operational compliance, not strategic employment decisions or brand reputation management.

How should European-headquartered companies think about UK employer of record alongside EU rules?

Align UK EOR decisions with EU Platform Work Directive classification requirements (member-state implementation varies; UK not bound) and GDPR data handling (UK GDPR applies post-Brexit with adequacy decision). Join up UK hiring, contractor use, and data flows under one advisor across contractors, EOR, and entities. Unified global employment operations prevent fragmented risk positions across jurisdictions. Confirm current UK-EU data transfer rules with counsel; this is not legal advice.

Why Your UK EOR Decision Affects Everything Else

The choice of a UK employer of record is a structural decision about how you will employ, protect, and eventually transition your UK team. It is not a vendor procurement exercise.

Most mid-market companies hit a wall around 200–300 employees when the patchwork of vendors becomes impossible to manage and critical decisions get made with incomplete data. Contractors in one system, EOR employees in another, owned entities somewhere else, and payroll scattered across several more. The Employment Rights Act 2025 (as of January 2026; subject to commencement and secondary regulation) has raised the compliance stakes. Shorter unfair dismissal qualifying periods, stronger consultation requirements, and day-one statutory rights mean documentation and processes need to be tighter than ever.

Top picks for 2026:

If you're losing hours to spreadsheet reconciliation, making big employment calls without the full picture, or getting conflicting advice from vendors who all want your business, let's talk. Reach out to us at Teamed. We'll help you map out how to handle contractors, EOR, and entities over the next few years without the chaos.

Data notes: Pricing and timing from vendor sites, January 2026. Not legal advice. Check everything with your UK counsel and finance team. Employment Rights Act 2025 rules may change.