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Employing European nationals PDF Print E-mail

Most nationals from the European Economic Area (EEA) can enter and work in the UK without restrictions. You will need to ask nationals from all EEA countries to produce a document showing their nationality. Please refer to List A to see which documents will provide you with a defense if checked and copied.

The following is a list of EEA countries: Austria, Belgium, Bulgaria, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Iceland, Republic of Ireland, Italy, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, The Netherlands, Norway, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden, UK, Switzerland.

The Government has set up a Workers Registration Scheme to monitor the participation in the UK labour market of workers from the Czech Republic, Estonia, Hungary, Latvia, Lithuania, Poland, Slovakia and Slovenia. Please contact the Home Office for more information.

If you employ a Bulgarian or Romanian national you must adhere to certain regulations:

  • You must advertise the position
  • You must apply for a work permit on their behalf (free of charge)
  • The candidate must fill in a BR3 form, which validates the work permit (if the application is successful)

Please note that the work permit application may not be successful if the Home Office considers that a UK national can competently do the type of work you are offering.

Once you have established the person has a right to work you will need to make sure that they register with the Home Office. For them to be able to do this you must provide them with evidence of the employment (a contract or a letter).

You must then take a copy of the completed application for registration before it is sent to the Home Office. You must keep this copy until you receive notification from the Home Office that the worker has been registered successfully.

The Home office will send to you a copy of the registration certificate and you must retain this copy.


employment guide

Holiday entitlement
Just like other employees, domestic employees are entitled to paid holiday. But holiday entitlement can be difficult to calculate. There are many variables to take into account...

employment costs

Always agree a gross wage with your employee

Employers often agree a net (i.e. take-home) wage with their employee, but in reality they are always paid a gross salary, with tax and National Insurance Contributions deducted and paid to HMRC on a quarterly basis by the employer. Although many domestic employers tend to look on this as an additional cost, it is actually part of the employee's gross wage.

If you agree a fixed net wage you are committing yourself to paying all of your employee’s income tax and NI to make up their gross wage, irrespective of their individual tax code or tax position.

Please also be aware that a gross wage is not the total cost to you as an employer. In addition to this you have to pay an Employer’s National Insurance Contribution, which is not part of the employee’s gross wage. This extra sum will be advised to you when we send your first payslip for your employee.