UK Employer of Record: Compare Fees & Contract Terms
UK sources checked: 2026-10-15. General policies are not a UK-specific quote; unknowns remain explicit.

1. Please confirm acceptance of our company’s registration country, industry, UK roles and headcount.

2. Name the UK legal employer, registration number, contract chain and PAYE responsibilities; explain any umbrella arrangement and applicable rules.

3. Itemise monthly per-person fees, setup, contract handling, implementation and applicable taxes.

4. List salary, employer contributions, benefits, mandatory extras and every calculation base.

5. How is the deposit calculated, when is it payable and can it change? When is it refunded after departure, in cash or credit?

6. What minimum headcount, minimum billed months, annual commitments and early-exit costs apply?

7. How are partial months billed? Are salary rises, contract changes, extra payroll runs and departures charged separately?

8. What are UK payroll change cutoff, invoice date, payment deadline and available payment methods?

9. When invoice and salary currencies differ, how are exchange rates, markups and bank fees calculated?

10. Can you confirm the target start date in writing? What documents, reviews and possible delay causes apply?

11. Who handles UK labour law and daily HR? Specify support languages, hours, escalation channels and contractual SLAs.

12. Separate client-service termination, employee notice, offboarding process and treatment of prepaid annual or unused seats; state work location and jurisdiction.

13. Which plan includes our HRIS / finance integrations? What fields sync, and do API access and implementation cost extra?

14. Are visa, equipment, private insurance and equity services available for the UK? Quote separately and explain restrictions.

15. In one currency, quote the first payment, normal monthly payment, first-year total and exit costs, with validity and exclusions.