TL;DR, Hiring in United Kingdom
- Fully-loaded employer cost: ~15% on top of gross salary
- Employer National Insurance: 15% above £5,000/yr threshold (2025+ rate after Oct 2024 Budget)
- Pension auto-enrolment: 3% employer minimum on qualifying earnings (£6,240–£50,270)
- Statutory minimum 28 days holiday including bank holidays for full-time staff
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Statutory employer costs in United Kingdom
In the UK, employers pay 15% Employer National Insurance on salary above £5,000/year (rate raised in the October 2024 Budget, effective April 2025), plus 3% minimum auto-enrolment pension on qualifying earnings between £6,240 and £50,270, plus 0.5% Apprenticeship Levy for employers with payroll over £3M. Total employer cost typically runs 15–18% above gross.
| Contribution | Employer rate | Notes |
|---|---|---|
| Employer National Insurance (Class 1 secondary) | 15% | Applied to earnings above £5,000/year (Secondary Threshold). Rate effective April 2025. |
| Pension auto-enrolment (minimum) | 3% | On qualifying earnings band £6,240–£50,270; many employers contribute 5–8% |
| Apprenticeship Levy | 0.5% | Only employers with annual payroll > £3M; £15K allowance |
Mandatory employee benefits
Beyond statutory contributions, United Kingdom law requires the following benefits the employer must fund.
- Holiday entitlement
- 5.6 weeks (28 days) per year including bank holidays for full-time staff. Pro-rated for part-time.
- Statutory Sick Pay (SSP)
- £116.75/week (2024/25) for up to 28 weeks; employer pays from day 4 of illness.
- Statutory Maternity Pay (SMP)
- 90% of salary for first 6 weeks, then £184.03/week for 33 weeks. Employer recovers 92% (or 103% for small employers) from HMRC.
- Statutory Paternity Pay
- Up to 2 weeks at £184.03/week or 90% of salary if lower.
Termination, notice and severance
Probation
Typically 3–6 months by contract; no statutory probation period, but unfair dismissal protection only kicks in at 2 years' service (April 2026 reform may reduce to day-one).
Notice period
Statutory minimum: 1 week after 1 month, then 1 week per year of service up to 12 weeks. Contracts often specify longer.
Severance
Statutory redundancy pay (after 2 years' service): 0.5/1/1.5 weeks' pay per year of service (under 22 / 22–40 / 41+), capped at £700/week and 20 years. Often supplemented with enhanced redundancy.
Common compliance pitfalls
- IR35 / off-payroll working rules, if you engage a UK contractor through their own limited company, the EOR or client may be liable for PAYE if the engagement looks like employment.
- Pension auto-enrolment is opt-out, not opt-in. Eligible employees (age 22+, earning £10K+) must be enrolled by day 1, the EOR handles this, but you fund the 3% employer minimum.
- Right-to-work checks must be completed before the first day of employment. Failure carries up to £60K penalty per illegal worker (post-Feb 2024 increase).
- The April 2026 Employment Rights Bill replaces the 2-year unfair-dismissal qualification with a statutory initial period of up to 9 months during which a lighter dismissal process applies. Termination remains meaningfully easier than Germany, but harder than the current 2-year cliff. Factor this into long-term hiring plans.
Frequently asked questions
Sources
Statutory rates and rules verified against the following authorities. We update this page when rates change.