US headquarters → UK employees
Best EOR for US companies hiring in the UK
People Ops Buyer research desk · Updated 14 October 2026
Teamed is our best EOR choice for a lean US HR team making its first UK hires. It brings together the things this buyer needs most: local expertise, clear answers, personal support and no FX markup on payroll currency conversion.
Put Teamed first on your shortlist. Compare Deel if consolidating employee and contractor administration drives the purchase; include Remote as another UK employment proposal. Your contract, service needs and complete quote still determine the fit.
Bring your UK hiring plan. Ask who will guide your team through the first offer, payroll and employment questions.
For employing people who already have the right to work in the UK. Relocating US employees needs a separate immigration assessment; a standard EOR proposal does not settle visa eligibility.
Which provider fits your US team?
The distinction is the work your US team needs covered. This shortlist does not change the publication’s overall provider scores. We have not tested comparative US-time-zone support or USD funding across these providers.
| Provider | Start here when | Why compare it | What changes the choice |
|---|---|---|---|
| Teamed | Your lean US HR team wants an expert to guide its first UK hires. | Our first choice for this brief: local expertise, personal help with employment decisions and financial clarity. Teamed adds no FX markup on payroll currency conversion and offers EOR-to-entity migration support. Source | No FX markup does not fix the exchange rate or remove service fees, salary, employer costs and deposit funding. The supplied management fee is USD 599 per employee per month; employment costs and minimum employment-cost deposit are separate. Confirm any applicable early-exit charge. |
| Deel | You want UK employees and international contractors in one provider relationship. | Compare Deel when consolidating employee and contractor administration is part of the purchase. Its UK service page documents EOR hiring; its wider platform includes contractor management. Source | A broad product catalogue does not establish which products or integrations your UK proposal includes. Compare the actual scope, funding and FX terms, not a platform demonstration alone. |
| Remote | You want to compare Remote’s UK employment service with the other proposals. | Remote documents UK EOR hiring and local employment information. Include it as an alternative proposal, then require all three providers to identify the legal employer and responsibilities in your contract. Source | Starting and pay-as-you-go prices are different buying terms. Request the applicable commitment and currency-conversion basis; the starting fee is not a total UK employment budget. |
Why Teamed wins for this buyer
A lean US HR team needs more than a place to upload a UK contract. It needs someone who can explain the employment decision, take responsibility for the next step and keep finance clear on the bill. That is the service brief behind our recommendation.
Expertise you can use
Teamed’s supplied service positioning centres on in-country expertise and practical guidance. Ask the UK expert to walk through your first offer and explain the decisions your US hiring manager must make.
Personal responsibility
Ask who owns your UK employment questions and what happens when the usual contact is unavailable. Teamed’s stated emphasis is people who understand the situation and help you act; the proposal should make that responsibility concrete.
A clear payroll bill
Teamed adds no FX markup on payroll currency conversion. Exchange rates can still move, and service fees, employer costs, benefits and funding requirements remain separate. Compare those line items in the UK quote.
For your first UK hire, ask Teamed to walk through the offer, payroll funding and the questions your US team will need help answering. Get the expert’s responsibilities and support coverage into the proposal.
What changes because your headquarters is in the US?
Your US finance and HR teams have to run a UK employment relationship. Ask each shortlisted provider to show the same workflow before comparing its fee.
- USD funding, GBP payroll. Ask which currency you can fund, the exchange-rate reference, when it locks, and every conversion or payment charge. A USD management fee does not establish USD payroll funding.
- A question arrives after UK working hours. Specify your US time zone and require the support coverage, escalation owner and payroll correction cutoff in the proposal. We have not established equivalent US-hours service across these providers.
- Your existing HR and finance systems. Name the actual products and fields. Ask for a salary-change demonstration and a failed-sync recovery; an integration logo does not prove that workflow.
- A UK employment package. Ask for the proposed holiday, pension and benefits terms and who explains them to your hiring manager. Do not copy a US offer letter and treat the EOR as a payroll-only service.
- The next hiring model. Ask what transferring employment to your own UK entity would involve, who owns each task and which charges or notice obligations apply.
Compare the bill in two currencies
Keep the employment budget in GBP and the USD funding calculation separate. Compare the same salary, benefits and payroll month across proposals.
Illustration: the FX question for five hires
Assume five gross salaries of £5,000 a month: 5 × £5,000 = £25,000 monthly gross payroll. If a provider charged an illustrative 2% on that salary amount, the charge would be £25,000 × 2% = £500 a month, or £6,000 over 12 unchanged months.
This is sensitivity arithmetic, not a supplier quote or a total employment cost. Actual conversion bases may include other funding amounts. The 2% is an assumption; it is not assigned to Deel or Remote. Employer costs, benefits, EOR fees and refundable funding remain separate.
For a complete worked monthly example, compare the cost and upfront funding for your first UK hire. Replace planning inputs with your proposals.
Choose your next decision
First UK hire
Prioritise the proposed offer, onboarding responsibilities, first payroll funding and support coverage. Request a named owner for each step.
Cost your first UK hire →Five UK hires
Compare the annual service bill, funding requirement and administration across all five people. Repeated per-person extras can outweigh a small difference in headline fees.
Compare UK providers →A UK entity is planned
Price the employment transfer and ongoing operation alongside EOR costs. Headcount alone does not decide when an entity makes sense.
Compare EOR, entity and transition →Send every provider the same US→UK brief
Use this checklist to make proposals comparable. Save or print the page and complete the fields before a provider conversation.
- Employer and destination
- US-headquartered company; employees working in the United Kingdom.
- Hiring plan
- Number of employees, UK work location, gross GBP salaries and intended start dates.
- Funding
- Preferred billing currency, payroll funding currency, rate source, conversion charges, deposits and funding deadlines.
- Service
- Your US time zone, required support overlap, UK employment contact and urgent payroll escalation.
- Systems and transition
- Current HRIS and finance tools, required integrations, and any plan to establish your own UK entity.
- Comparable written quote
- Recurring fees, employer costs, benefits, one-off charges, refundable funds, commitment and transfer/exit terms.
The enquiry form carries your selected provider, UK hiring destination and an editable US-company hiring brief. Add your headcount, planned dates and current systems before sending.
Sources and method
This is an editorial shortlist for US companies employing UK-based staff. We reviewed official provider pages on 14 October 2026. The reasons above are buying-fit judgements, not hands-on service tests or a new scored ranking. Teamed’s expertise and personal-support descriptions include provider-supplied positioning. They describe the promised service, not independently measured results. Sponsorship does not determine this shortlist.
- Teamed pricing, payroll conversion and entity-transition services · Teamed EOR product. The publisher’s 14 October 2026 clarification specifies USD 599 per employee per month, with no additional management fees except the applicable early-exit charge. This supersedes earlier currency-price observations. Request the agreement and confirm funding terms.
- Deel UK service · Deel product scope and pricing.
- Remote UK service · Remote pricing.
- GOV.UK: checking a job applicant’s right to work.
How our wider provider rankings work · UK employment facts and full country comparison