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Expanding your business into the UK is an exciting opportunity – and if you’re considering bringing trusted existing staff across with you, you’re already a step ahead in preserving your company culture and operations.
But don’t stress – while moving employees internationally might sound complex, this guide will walk you through the core legal steps and contract essentials for relocating staff to your new UK branch. We’ll cover employment law basics, what should happen with existing contracts, and why expert legal support is crucial every step of the way.
Let’s break down how you can build a strong foundation for your UK expansion and ensure both your business and your valued team members are protected from day one.
Why Relocate Existing Staff When Expanding to the UK?
World-class businesses are built on great people and a strong company culture. When expanding to a new market – especially a major one like the UK – relocating existing staff who know your brand inside-out can offer clear advantages:
- Continuity and Confidence: Staff who are already familiar with your operations can hit the ground running in the new location.
- Transplanting Culture: Transferring experienced team members helps to embed your business values and practices from the start.
- Trust and Proven Performance: You already know their strengths and work style, reducing the risks that come with hiring unknowns.
- Bridge to the Local Team: Existing staff can help with onboarding, training, and integrating new hires in the UK.
Of course, you’ll also be able to tap into the local talent pool once you’re established. But to get your UK expansion started on the right foot, having a core team of experienced people you trust can make all the difference.
What Legal Framework Applies When Bringing Employees to the UK?
It’s important to remember that UK employment law is distinct from other countries, even within Europe. When relocating employees, you must ensure their employment contracts and working arrangements are fully compliant with UK law from the outset – regardless of where the agreements or relationships were originally formed.
Here are some essentials to keep in mind:
- Day One Requirements: Under UK law, employees must receive a written employment contract outlining their terms and conditions from the very first day of work.
- Immigration Laws: If your staff aren’t UK nationals, they’ll likely need valid visas to work. Visa routes could include the Skilled Worker visa or Intra-company Transfer visa, depending on the circumstances.
- Local Minimum Terms: UK contracts should comply with rules around pay (including the National Minimum Wage), working hours, unfair dismissal, annual leave, and more.
- Other Key Regulations: Companies must comply with the main laws affecting UK businesses, such as health and safety, data protection, and pensions (auto-enrolment).
Even if your existing staff remain on foreign payroll, as soon as they set foot and start working in the UK, all relevant UK employment laws will apply. Non-compliance can expose your business to legal disputes and regulatory fines-so it’s vital to get this right from the start.
Expanding into the UK and want to brush up on your ongoing compliance duties? Our article on ongoing compliance and reporting requirements can help.
What Contract Steps Are Required for Relocating Existing Staff?
Transferring staff internationally is never as simple as updating an address on their current contract. In nearly all cases, you’ll need to provide staff with new written contracts that reflect both their new roles in the UK and all mandatory legal terms.
Should You Terminate the Old Contract First?
This is a critical point. Often, the safest approach is to mutually terminate the existing employment agreement (from your original country) before entering into a UK-compliant contract.
However, this area can be tricky – there may be legal or tax implications if contracts are terminated without proper process, especially around:
- Accrued entitlements in the original jurisdiction (e.g. leave pay, redundancy, or notice periods)
- Continuity of employment – this can affect both legal rights and employee morale
- Tax residency and social security status for both you and the employee
It’s highly advisable to seek tailored legal advice in both your home country and the UK before making any changes to employment terms. Ideally, changes should be by mutual consent and well documented to avoid disputes later.
If you need practical help, Sprintlaw can review and amend your existing staff contracts to support a smooth transition.
What Must a UK Employment Contract Include?
A UK employment contract must clearly set out the terms required under the Employment Rights Act 1996 and other relevant legislation, such as:
- The name of the employer and employee
- Start date of employment in the UK
- Job title and description of duties
- Place of work (including any expectations for hybrid or remote work)
- Pay and allowances (in GBP, and not below UK minimum wage)
- Benefits and bonuses (if any)
- Working hours and conditions – including rest breaks and overtime arrangements
- Holidays and sick pay entitlements
- Pension contribution details
- Notice period and termination rights
- Relevant policies (such as data protection, grievance procedures, and confidentiality)
If your employee will be spending time in both the UK and abroad, the contract should make clear where they are based, how their work pattern is split, and which laws apply to different aspects of their employment.
Want to see what a comprehensive contract package looks like? Check out our Employment Contract package and how it can help you stay compliant.
Key Contract Considerations For Existing Staff Relocation
- Duration: Is the move permanent, or only for a set period (e.g. secondment)? You may need a fixed-term contract or even a secondment agreement.
- Role Changes: Are their duties changing? If so, list the new responsibilities clearly.
- Training: Are there any statutory UK training requirements for their role?
- Travel Clauses: Will they be expected to travel back to the original country, or between multiple locations? Spell this out to avoid confusion.
- Restraint Clauses: If protecting customer or staff relationships is important, make sure your contract has strong restraint clauses, non-compete, and confidentiality terms tailored for UK law.
Above all, avoid simply copying and pasting an old contract – UK employment contracts have specific substance and style requirements, and using non-compliant contracts leaves you open to claims for unfair dismissal or wage disputes. Always get contracts professionally drafted or reviewed to protect your business.
Cultural and Business Benefits of Bringing Over Existing Staff
While the legal requirements might seem daunting, don’t overlook the business value of relocating existing staff for your UK launch:
- Setting the Tone: Experienced team members can model company values, workflows, and standards in the new location from day one.
- Onboarding and Training: Existing staff are well placed to train new UK hires, translating business processes to local practice.
- Faster Ramp-Up: With trusted staff leading the way, your new office can achieve full operational capability more quickly.
- Retention and Loyalty: Offering global mobility can improve overall staff engagement and build long-term loyalty within your business.
Ultimately, a “culture transplant” is one of the best ways to ensure the values and standards that made your business a success elsewhere continue to drive your UK branch. This is especially important if your industry is reliant on customer service or your brand reputation.
Do You Need Professional Legal Support For Relocation?
Short answer – yes. International staff relocation and contract drafting is a complex area where “DIY” can end up costing your business. Here’s why legal advice is crucial:
- Jurisdictional Red Flags: You must balance the rules from your home country with the requirements in the UK. Local legal experts can flag risks before they become problems.
- Employee Rights: Employees relocating to the UK often gain new rights. Missteps around redundancy, notice, or benefits can be costly if challenged in an employment tribunal.
- Visa and Immigration: Advice will ensure staff enter on the appropriate visas, reducing the risk of immigration non-compliance.
- Tax and Payroll: Relocating employees can have tax implications in both countries. Make sure contracts are clear about who is responsible for what (and seek accounting as well as legal input here).
- Compliance and Documentation: A legal professional can ensure every contract is bespoke and compliant, containing the right clauses for your situation.
Need ongoing, expert support? Our Sprintlaw Membership offers unlimited consultations with experienced employment solicitors, with fixed monthly billing. You’ll get all the guidance, contract drafting, and review services you need as your UK business grows.
Key Takeaways
- Relocating existing staff to a new UK branch is an excellent way to ensure business continuity and maintain company culture – but only if legal steps are handled correctly.
- Every employee working in the UK needs a written, UK-compliant employment contract from their first day – no exceptions.
- Simply transferring (or copying) old contracts won’t cut it. You may need to terminate the original agreement (with proper process) and issue a new contract under UK law.
- Employment contracts for relocating staff should address role changes, duration, required training, travel, and all mandatory entitlements under UK law.
- Don’t forget the “human side” – relocated staff can be a huge asset for integrating new hires and embedding your company’s values in the new team.
- Expert legal advice is non-negotiable; it ensures cross-border compliance, protects your business, and avoids disputes or costly claims later.
Ready To Expand? Get Tailored Legal Support For Your UK Launch
Relocating staff for your UK expansion is a major opportunity to set your business up for success – but only if you lay solid legal foundations from the outset. If you have questions about employment contracts, redundancy, or ensuring your business complies with UK regulations, we’re here to help.
For tailored advice or a free, no-obligation chat about your strategy, call us on 08081347754 or email [email protected]. Let’s make sure your UK venture is protected from day one.
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