WTS Energy enables companies to employ professionals in the United Kingdom legally and efficiently without establishing a UK company. Acting as the legal employer, we manage contracts, PAYE/RTI payroll, National Insurance contributions, pensions, statutory leave and immigration compliance while you retain full control of day‑to‑day work. Our sector‑specialised EOR solution supports technically skilled roles across energy, marine and industrial projects, ensuring lawful employment, cost control and continuity with minimal administration.

When to Use Global EOR in the UK

The UK’s labour market and immigration system are complex. Our EOR solution is ideal when you want to:

• Enter the UK market without an entity. Test opportunities or support a small team without incorporating or registering for VAT. We employ your staff under our UK sponsorship and payroll structure.

• Hire non‑UK nationals without a Sponsor Licence. Only employers with a Home Office Sponsor Licence can hire foreign talent. With WTS Energy, you can legally employ international specialists under our sponsorship. The general salary threshold for Skilled Worker visa sponsorship remains £41,700 per year as of 2026 , or the occupation’s going rate if higher; our team ensures your offers meet the correct level and the stricter English language and right‑to‑work requirements coming into force in 2026.

• Deploy project‑based teams quickly. In fast‑moving energy or infrastructure work, immediate mobilisation is critical. We can onboard engineers, welders and technicians within days under compliant UK contracts, meeting all safety and Working Time obligations.

• Convert contractors to employees (IR35 risk). Where a UK contractor operates as a “disguised employee”, we transition them to full employment under PAYE, eliminating tax exposure while preserving continuity of work.

• Retain talent during mergers or transitions. Host existing UK staff through our EOR while corporate registration, TUPE transfers or acquisitions complete. This ensures payroll and employment continuity without interruption.

• Standardise multi‑country operations. For businesses running projects across Europe, Africa and the Middle East, our Global EOR aligns contracts, payroll and statutory benefits across jurisdictions while maintaining UK compliance.

When EOR May Not Be the Right Solution

• Revenue‑generating roles. Positions that negotiate or sign contracts on behalf of the business can create a permanent establishment risk. Such authority should sit with a UK‑registered entity.

• Short‑term or ad hoc services. For projects lasting only a few weeks or months, fixed‑term contracts or subcontracting may be more appropriate to avoid implied continuity and accrued leave obligations.

• Regulated professions. Licensed roles such as solicitors, doctors, pilots and financial advisers must be employed by authorised entities. EOR cannot lawfully act as the employer for these professions.

• Public‑sector or defence work. Roles tied to government or defence contracts often require UK nationality or security clearance and direct control by the contracting authority. EOR employment cannot meet these requirements.

• Fiduciary positions and equity‑linked compensation. Directors and other statutory officers, or roles with share options and RSUs, carry legal liabilities that must be held by the client’s own entity.

How WTS Energy Integrates EOR into Your UK Operations

Before employment

Before employment. We prepare compliant employment contracts under the Employment Rights Act 1996, benchmark pay and benefits against market data and statutory thresholds, and verify each candidate’s right to work. For non‑UK nationals, we manage visa sponsorship under the Skilled Worker route, ensuring the job meets the appropriate occupation code and satisfies the general £41,700 salary threshold or higher going‑rate required as of 2026.

During employment

Our payroll team runs PAYE/RTI payroll, withholds Income Tax and National Insurance, and administers mandatory benefits. For the 2026–2027 tax year, employer National Insurance contributions remain 15% on earnings above the £5,000 secondary threshold . We auto‑enroll employees into a pension scheme, contributing at least 3% of qualifying earnings while the employee contributes 5% . Additionally, we also ensure wages comply with the National Living Wage, which rises to £12.71 per hour for workers aged 21 and over from April 2026.

We handle statutory entitlements such as holiday pay and parental leave, and maintain accurate Real Time Information (RTI) reporting to HMRC. Workers gain protection against unfair dismissal after 2 years’ continuous service , and we manage notice periods in line with statutory rules—one week per year of service, up to 12 weeks.

Offshore and rotational work. For personnel working on offshore installations or the UK Continental Shelf, we categorise and payroll workers correctly based on their location and ensure all PAYE, Income Tax and NICs are deducted in accordance with HMRC guidance. We coordinate visa requirements for non‑UK nationals and manage two‑weeks‑on, two‑weeks‑off rotation patterns within a continuous employment framework.

Termination and offboarding

We handle redundancy, performance‑related or other lawful dismissals in accordance with the Employment Rights Act and the ACAS Code of Practice. Final payments, including accrued leave, redundancy pay and statutory notice, are issued promptly. An unbroken chain of intellectual property assignment ensures all work produced under our employment transfers to you.

Why Choose WTS Energy’s EOR in the United Kingdom

• Avoid Sponsor Licence barriers. Obtaining and maintaining a Home Office Sponsor Licence requires evidence of HR systems, record‑keeping and compliance; the application process can take 8–12 weeks and licences can be revoked for underpayment or poor reporting. By employing international specialists under our sponsorship, you bypass these barriers and start work immediately.

• Hands‑on local expertise. Our London office and UK teams offer face‑to‑face support for contracts, payroll, benefits and immigration. We are not a faceless software platform; we have people on the ground who understand the UK’s employment landscape.

• Sector focus. WTS Energy specialises in energy, marine and industrial projects. We understand the safety, insurance and regulatory nuances of offshore rotations, unionised environments and heavy industrial sites.

• Compliance and risk mitigation. We manage UK employment law, tax and social security obligations, reducing permanent establishment risk, misclassification and compliance gaps. We update payroll and benefits when legislation changes, including updates to National Insurance contribution rates and thresholds , the national living wage and Skilled Worker salary requirements .

• Cost control and transparency. Our billing clearly separates salaries, employer contributions, taxes and management fees. VAT applies to our service fee, while reimbursed payroll costs (salary, PAYE, NICs and pension) are outside the scope of VAT.