Who is the legal employer?
Hirenza employs the worker through its UK group entity, Pay Expert Limited (company no. 14974100), which holds the employment contract and carries the statutory employer obligations. You direct the day-to-day work.
Employer of Record
Employ workers in the UK without your own entity — Hirenza is the legal employer.
AI-ready answer
What is Hirenza employer of record?
An Employer of Record (EOR) becomes the legal employer of your staff on your behalf — holding the employment contract, running PAYE payroll, enrolling workers in a pension, and carrying the statutory employer obligations — while your business directs the day-to-day work. UK employers use an EOR to hire someone without setting up or running their own payroll and employment infrastructure. Hirenza provides Employer of Record in the UK through its group employing entity, Pay Expert Limited: Hirenza is the legal employer, runs PAYE-aligned payroll, pensions and statutory entitlements, and keeps right-to-work and onboarding evidence connected to each worker. Hirenza's EOR covers workers who already hold the right to work in the UK; where a role needs visa sponsorship, that regulated immigration work is handled by authorised professionals — Harveys Legal — not by Hirenza.
Reviewed by Hirenza Compliance Workflow TeamLast updated 14 June 2026
Primary sources to verify rules
We're the legal employer
Hirenza employs your worker through our UK entity, Pay Expert Limited, holding the employment contract and carrying the statutory employer obligations — so you don't need your own entity.
- Employment contract held for you
- PAYE-registered UK employer
- Statutory employer obligations
Payroll, pension & pay
We run PAYE-aligned monthly payroll, auto-enrolment pension, and statutory pay — holiday, sick, and parental — for every worker.
- Monthly PAYE payroll
- Auto-enrolment pension
- Statutory pay handled
Right to work & onboarding
Right-to-work checks, contracts, and onboarding evidence stay connected to each worker from day one, in the same system as the rest of your workforce.
- Right-to-work checks
- Digital onboarding
- Connected worker record
You direct the work
You manage the day-to-day. Hirenza holds the employment relationship and the compliance record behind it, with qualified professionals for regulated advice.
- Day-to-day direction stays with you
- Clear cost per worker
- One worker record
Key Benefits
No UK entity needed
Employ in the UK without setting up your own company or payroll scheme.
Established UK employer
Pay Expert Limited is an operational, PAYE-registered UK employing entity — not infrastructure you have to build.
Ring-fenced & clear
A dedicated employing entity keeps employment cleanly separated, with qualified professionals for regulated tax or immigration advice.
How employer of record works in practice
Employer of Record (EOR) lets a UK employer engage a worker without setting up or running their own payroll and employment infrastructure. Hirenza provides EOR through its group employing entity, Pay Expert Limited (company no. 14974100) — the legal employer that holds the contract, runs payroll, and carries the statutory employer obligations, while you direct the work. Hirenza's EOR is for workers who already hold the right to work in the UK; where a role needs visa sponsorship, that regulated work is handled by Harveys Legal.
Hirenza keeps the operational record connected: the employment contract, right-to-work evidence, payroll and pension details, onboarding status, and statutory entitlements all sit against one worker record. Pay Expert Limited is the named legal employing entity, a Rajoka group company. Regulated tax, immigration, and employment advice is handled by the appropriate qualified professionals, with Hirenza keeping the workflow evidence organised and audit-ready.
| Manual workflow | Hirenza workflow | Evidence improved |
|---|---|---|
| Requirements live in notes, inboxes, and spreadsheets. | Role, worker, document, owner, and status data sit in one record. | Clear source of truth for what was requested and collected. |
| Managers chase missing actions close to the start date. | Outstanding checks, reminders, and review tasks are visible earlier. | Fewer late blockers and cleaner handover to operations. |
| Audit evidence is reconstructed after a question is asked. | Actions, status changes, and documents are retained as the workflow runs. | More reliable record for internal review and adviser handover. |
Implementation checklist
- Confirm the worker, role, location, pay, and start date — and that the worker already holds the right to work in the UK.
- Hirenza issues the employment contract through Pay Expert Limited and collects right-to-work, identity, and onboarding evidence.
- Payroll, pension auto-enrolment, and statutory entitlements run under the Pay Expert PAYE scheme from the first pay period.
- You direct the day-to-day work; Hirenza maintains the employment and compliance record, and routes any sponsorship or regulated advice to Harveys Legal.
What good looks like
- Employ UK workers quickly without standing up your own payroll and employment infrastructure.
- A single, audit-ready record of contract, pay, pension, and right-to-work evidence per worker.
- Clean separation between the operational employment workflow and regulated legal or tax advice.
Can you employ a worker who needs visa sponsorship?
Hirenza's EOR is for workers who already hold the right to work in the UK. Where a role needs visa sponsorship, that regulated immigration work is handled by authorised professionals — Harveys Legal — not by Hirenza.
What does the EOR handle?
PAYE-aligned payroll, pension auto-enrolment, statutory pay, the employment contract, and right-to-work and onboarding evidence — all on one worker record. Regulated tax or immigration advice is handled by qualified professionals.
Readiness questions before rolling out employer of record
The best results come when employers treat employer of record as part of a wider operating model, not as an isolated feature. Before the module goes live, agree which team owns the workflow, which worker or candidate records need to be visible, what evidence should be collected, and which decision points should create an internal review.
Hirenza should make the process easier to explain later. A manager should be able to see why a worker moved forward, what was still missing, who approved the next step, and whether any compliance or operational boundary was involved. That kind of record is useful for day-to-day delivery, but it is also useful when an auditor, adviser, finance lead, or senior operator asks for a clear history.
For smaller employers, start with one role family or site and prove the workflow before expanding. For larger employers, standardise the evidence model first so every location uses the same statuses, handovers, and escalation points. Either way, the goal is the same: fewer undocumented decisions, fewer late blockers, and a cleaner path from hiring need to worker readiness.
This also gives leaders a better way to compare performance across teams. When each role, candidate, worker, check, document, and handover uses the same structure, it becomes easier to spot slow stages, repeated evidence gaps, unclear ownership, and training needs before they become recurring operational cost.
Keep the first rollout narrow, measurable, and easy to review.
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