Employers of Record and UK Immigration: What you need to know for inbound Workers
Joanna Rose · Posted on: June 27th 2025 · read
As global mobility becomes more fluid, Employers of Record (EORs) are a popular solution for deploying talent into the UK without setting up a legal entity. EOR’s are however not an alternative to being a Sponsor Licence holder in the UK as there would not be an ability to demonstrate that there is a “need” to employ overseas workers. When it comes to UK immigration, things can get murky fast - especially when trying to figure out whether someone can legally carry out their “day job” or if they’re limited to permitted activities.
Are they actually working—or just visiting?
In the UK, the line between what counts as “work” and what’s allowed under “permitted activities” on a visitor visa is crucial. Just because someone isn’t on your payroll locally doesn’t mean they’re not working in the eyes of the Home Office.
Inbound workers using a UK EOR must fall into one of two camps:
- They hold a valid work visa (e.g. Skilled Worker, Global Business Mobility).
- They’re here under the visitor route but strictly sticking to permitted activities—think attending meetings, negotiating deals, or giving one-off talks.
The danger zone: doing the day job on a visitor visa
Here’s where many companies trip up. If someone is doing their actual job while physically present in the UK—even if they’re paid abroad—that’s considered work and not allowed on a visitor visa. The Home Office isn’t impressed by creative interpretations here. If it walks like a job and talks like a job, it probably needs a visa.
Immigration easements aren’t a get-out-of-jail-free card
"There are occasional immigration easements, like expanded guidance on permitted activities or temporary flexibility during global events (remember COVID?). But these are rare, temporary, and should never be relied upon as a long-term solution."
EORs still need to mind the immigration store
Just because an EOR handles payroll and HR doesn’t mean immigration compliance is off your plate. You’ll need to ensure the inbound worker has the correct immigration status, and that their day-to-day activities align with what’s legally permitted under that status. No shortcuts here.
Bottom line
Using an EOR in the UK? Make sure the individual’s immigration status matches their actual activity. Don’t confuse a visitor visa with a work permit. The Home Office won’t, and the consequences—refusals, bans, compliance flags—can be serious.
When in doubt: if they're doing the job, they probably need a visa. If they’re just talking about the job, permitted activities might cut it—but get professional immigration advice from a regulated Immigration Advisor before rolling the dice.
HR Solutions are Level 1 Immigration Advisors, authorised and regulated by the IAA (Immigration Advice Authority). We can assist you with navigating using EOR’s and understanding the permitted activities for visitors to the UK. Additionally, we can support with applying for Sponsor Licences, Certificates of Sponsorship, and Visas under both the Skilled Worker and Global Business Mobility routes. We can also advise and assist you on private applications for Spouse / Partner visas, Indefinite Leave to Remain (settlement), or British Citizenship.
