IR35 insurance – Who needs it?

HMRC has issued its latest update on the IR35 Off Payroll Private Sector Reforms, all but confirming that the reforms will come into effect on the 6th April 2021.

HMRC has confirmed what it describes as a soft landing for affected parties for the first 12 months following implementation, emphasising compliance and support. In essence, this means that HMRC will take a lenient approach with parties where they believe mistakes made during the process are genuine.

Whilst this represents an olive branch from HMRC to assist with the impact of the IR35 private sector reforms, many large scale engagers, in the financial sector, for example, have still adopted an ultra-cautious approach and made policy statements ruling out the use of personal service companies.

So how can insurance play a part in changing this thought process?

Risk-averse to new responsibilities

With the reforms shifting responsibility for IR35 determinations from contractor to engager, many engagers have taken an ultra-cautious approach in response.

Even though the immediate financial liability will sit with the fee payer (possibly the engager but more likely the agency), the reforms clearly state that the engager retains responsibility for taking reasonable care in how they handle the process. Failure to do so could still land liability square at the engagers door.

This stipulation and responsibility seem to have been a step too far for some engagers. Ironically, this is even the case for some of the financial service organisations that provide insurance policies for off-payroll workers against IR35-related investigations.

Compliance and insurance

The challenge for engagers is how this approach will affect their capability to attract and retain the flexible talent they have utilised and relied upon previously.

The consensus suggests that contractors will seek assignments deemed outside of IR35, either with small businesses where the reforms do not apply or medium to large businesses with a fair and reasonable determination process.

The alternative, if a PAYE solution is the only choice, is a significant hike in rates and cost to the engager. Neither of which would seem very appealing propositions due to the potential cost of business lost or reduction in profits.

However, a robust compliance process underpinned with a comprehensive insurance policy could eradicate almost all of the engager’s risk. Indeed, engagers with a robust due diligence process and some qualified, professional support should have little trouble identifying a supply chain and process that includes an insurance provision.

Engaging with fee payers with insurance protection should leave engagers with very little to fear from HMRC’s transfer of debt provisions and everything to gain from a talented contractor workforce keen to provide their services.

IR35 insurance policies can be hard to come by, such is the ambiguity surrounding the legislation. In fact, some insurers are even reluctant to provide cover where the government’s own CEST tool is used to conduct determinations.

Policies will therefore fall into one of two categories. One will be policies that contain weak prospect of success clauses that effectively provide underwriters with an opt-out if they deem the case weak. Engagers should avoid these policies wherever possible.

The others will be policies provided on the strength of the compliance process and will usually include First and Upper-tier tax tribunal representation, cover for previous tax years for up to six years, and cover all defence costs, including liabilities and penalties.

All of which should give engagers confidence and peace of mind that the risk of engaging contractors outside of IR35 is mitigated.

What now?

Our Founder and Director of Workr Compliance, Andrew Webster, recently hosted a webinar with Markel Tax on IR35 insurance. For a complimentary recording of the webinar, please follow the link – https://workrgroup.com/demystifying-off-payroll-working-for-the-entire-contractual-chain-whilst-protecting-your-interests/


Our staff regularly write about subjects that interest them in ways that will interest our clients. Sign up to our newsletter and receive notifications when new content is added.

Around IR35 in eighty days

Workr Compliance is an impartial consultancy that provides advice and support on IR35 and the compliant management of a freelance contractor workforce. So, you’ll be right in thinking, what that has to do with a story written in the mid-1800s?

If you’re unfamiliar with the title, Around the World in Eighty Days is an adventure story written by the famous French author, Jules Verne. It was first published in France in 1872 and followed the story of Phileas Fogg, a wealthy, English eccentric from London. Fogg accepts a wager with his friends at the aptly-named Reform Club that he can circumnavigate the world in 80 days.

So what has this got to do with IR35? Well, if your business utilises freelance contractors, you’ve now got less than 80 days before the IR35 legislative reforms take effect in the private sector. And, like Phileas Fogg, who gambled £20,000 (over £2M today), you’ll be taking a substantial financial risk if you fail to prepare appropriately. 

There’s just no way of getting around IR35 — it’s here to stay.

You’ve prepared for the reforms already, haven’t you?

The IR35 reforms were originally due to take effect in April 2020, so many businesses have already taken steps to prepare for the changes. However, there were conflicting and ambiguous views in the lead up to April 2020 with many questioning the strategies implemented by engagers.

Ten months have passed since the original date of the reforms, and the UK has faced the extraordinary challenge of the pandemic since. So, has your plan changed since April 2020? And, how have your business strategies changed in response to the pandemic?

With such considerable costs to the government associated with the pandemic, it seems reasonable to suspect that there will be a focus on all and any legislation relating to tax and tax avoidance.

Engagers and agencies that failed to observe reasonable care guidance or issued mass status determinations or blanket statements will need robust arguments to defend their actions should HMRC investigate. The consequences of not having appropriately prepared could be extremely costly.

Still time to reconsider?

Even though the clock is ticking, there is still time to review in preparation for the reforms.

With the additional pressures caused by the pandemic, engagers must ensure that they minimise their financial risk when the IR35 changes take effect.

Utilising contractors may prove key to completing critical projects, getting strategic objectives back on track or gaining competitive advantage. Those businesses that can demonstrate a fair and objective determination process will most likely stand the best chance of attracting the highest calibre contractors.

For those businesses that may have rushed a process through previously, or relied upon untested software models or off the shelf, vanilla solutions, there is still time to gain peace of mind and confidence that your IR35 plan is the right one for your business.

With the help of some expert guidance, it’s still possible to implement a robust and effective IR35 process that will offer the greatest chance of success with the smallest amount of risk.

Workr Compliance can support you with a quick and effective review of your contractor compliance and process.

With a genuine blend of people, process and technology, we can help develop a solution tailored to your industry requirements. We can help adapt an approach to your business strategies and objectives that is backed by comprehensive insurance and offers genuine and impartial collaboration with all parties in the supply chain.

Unlike Phileas, we’re not prepared to take the gamble.

For further help or advice please contact Andrew Webster, Director, Workr Compliance on 0208 10 60 000


Article by Andy Webster, Workr Compliance, Director


Our staff regularly write about subjects that interest them in ways that will interest our clients. Sign up to our newsletter and receive notifications when new content is added.

Switching to an umbrella company can help you take control of your wellbeing

From talking to our contractors in recent months we know managing mental, physical and financial wellbeing throughout the COVID-19 pandemic has been a challenge.

Combine this with the upcoming reform to IR35 and it is no surprise that contractors currently offering their services through a limited company are worried about the potential impact to them and their families.

Many of our clients in this situation have already considered switching to become an umbrella company employee. This could be to better suit their own personal circumstances, a result of IR35 status determinations or agency or end-client stipulated contract requirements.

If you are currently considering your options we wanted to let you know there are numerous benefits to considering umbrella employment and in these uncertain times, they could be even more important to you.

Our service is personalised to your circumstances and focused to promote various areas of wellbeing to help you thrive and be at your best. These include support for your personal health, such as an always-available GP helpline, through to relieving the stress of financial worries by making you feel comfortable and in control of your own financial position.

Personal Health and Wellbeing  

  • 24/7 Private GP helpline, counseling service, prescriptions and mental health support for you and the family
  • Health assessments, specialist referral and access to non NHS health services
  • Online fitness, well-being and personal health classes
  •  £675 cash back per year for dental, optical and other qualifying treatments
  •  Discount gym membership
  •  Personal accident cover insurance

Financial Wellbeing

  • Compliant take-home pay backed by full employment rights including sick pay and maternity/paternity pay and option to roll up or retain holiday pay
  • One continuous employer for mortgage applications and credit
  • Flexible pension contributions via salary sacrifice
  • Access to daily payroll, advance facilities
  • Support with expenses opportunities
  • Professional Indemnity, Public and Employers Liability insurance

We constantly review these offerings to ensure a culture of contractor wellbeing is at the heart of everything we do. We believe this not only contributes towards keeping you healthy, productive, and achieving a positive work-life balance but also helps you engage with your agency, the end client, and our brand.

We understand that each and every umbrella employee is different and our account managers are committed to providing a bespoke service by getting to know you. Whilst our processes and technology help us do the work we do they will never replace these interpersonal relationships we enjoy. Just check out our Trust Pilot and Google Review scores for yourself.

If you are considering switching to umbrella, whatever your situation, we are here to discuss it and make it as easy as possible for you. Simply call us to discuss your needs with and one of our friendly and experienced team will do the rest.


Article by Gareth Murphy, Workr Umbrella, Head of Customer Experience


Our staff regularly write about subjects that interest them in ways that will interest our clients. Sign up to our newsletter and receive notifications when new content is added.

December Office Hours 2020

As ever, we’ll be available throughout the December period but please check the following holiday hours which apply to Workr Accounting, Workr International, and Workr Umbrella:

Wednesday 23rd December9:00 to 17:30
Thursday 24th December9:00 to 15:00
Friday 25th DecemberClosed
Monday 28th DecemberClosed
Tuesday 29th December9:00 to 17:30
Wednesday 30th December9:00 to 17:30
Thursday 31st December9:00 to 16:30
Friday 1st JanuaryClosed
Monday 4th January9:00 to 17:30

All the very best in this festive season and in the year ahead.

IR35 changes – blanket statements uncovered

The term ‘blanket statement’ has become synonymous with a specific approach to the impending IR35 changes due on the 6th April 2021, but what constitutes a blanket approach and what are the consequences of getting it wrong?

Perceptions are that some organisations, in the automotive industry, for example, have adopted a blanket approach. However, this is neither proven nor has it been tested in a case of law.

What is clear is that a great deal of ambiguity remains amongst engagers and contractors alike!

IR35 – what does reasonable care mean? Let’s recap

In our previous article, IR35 – deferred, not defunct! Workr Group outlined the changes in responsibilities for engagers along with recommendations on how to achieve reasonable care.

The IR35 changes state that, as the engager, you must take reasonable care in how you go about making an IR35 status determination.

By reasonable care, HMRC means that you must conduct a thorough and detailed assessment of the work to be carried out by the contractor (worker). 

HMRC recommends that you:

  • Formalise and record a consistent process.
  • Seek professional advice and assistance.
  • Involve relevant parties or individuals.
  • Use a determination test tool.
  • Regularly review determinations.
  • Define and communicate a transparent process for challenges.

How does this impact engagers?

Clearly, for companies that engage contractors who provide their services through an intermediary (personal service company or PSC), the IR35 changes will increase in the time and administration required.

As a result, it would appear that some engagers have opted to conduct mass determinations to try to reduce the administrative burden. Making mass determinations for all or large groups of contractors has commonly become known as making a blanket statement.

Previously in the rail sector and more recently in the automotive industry, concerns have been raised about engagers adopting the blanket statement method.

What are the risks of making blanket statements concerning IR35?

Where the engager is deemed not to have taken reasonable care in determining the IR35 status of a contractor, HMRC can transfer any debt for unpaid taxes to the engager

According to HMRC’s Employment Status Manual (esm10014), examples of behaviours which do not constitute reasonable care include, but are not limited to:

  • Determining that every worker who provides their services through an intermediary is caught by the off-payroll working rules without giving any consideration to the specific facts of each individual case.
  • Determining that the off-payroll working rules apply to a large group of workers who have some variations between the work that is being carried out, without giving proper consideration to the different working arrangements for each worker.

If therefore, making blanket statements does not constitute reasonable care, then the implications and risk for engagers are significantly increased.

In the UK automotive sector, for example, some companies engage hundreds, if not thousands of contractors meaning failure to take reasonable care could represent a substantial financial risk.

Additionally, the time saved by making blanket statements is likely to be expended many times over as a result of the high volume of challenges made by contractors in response.

IR35 – does outsourcing the determination process constitute reasonable care?

In the guidelines outlined above, HMRC encourages the involvement of professional advisors in the determination process.

Engagers who utilise such support will be demonstrating a commitment to making fair and reasonable determinations and will likely be looked upon favourably by HMRC and contractors alike.

However, this approach comes with a caveat!

Simply outsourcing the determination process to another party does not relieve the engager of responsibility or liability and may not be deemed as taking reasonable care.

In recent case law; Udlaw Limited v Revenue and Customs (27/01/2020), the tribunal referred to the HMRC Compliance Handbook – CH84540 concerning reasonable care.

The manual states;

A person cannot simply appoint an agent and deny responsibility for their tax affairs. The person still has a duty to take reasonable care, within their ability and competence, to make sure that what they are signing for is correct. The person has to show that they took reasonable care, within their ability and competence, to avoid default by their agent. This will include:

  • Making sure that they give the agent all relevant information with which to work. No agent, for example, can produce correct accounts and returns from grossly deficient records, or give accurate advice if they do not have all the facts.
  • Implementing the professional advice received and not neglecting some vital step.
  • Checking the agent’s work to the extent that the person is able to do so. For example, an ordinary person cannot be expected to challenge specialist professional advice on a complex legal point. But they ought to be able to recognise the complete absence of a major transaction.

IR35 — what should engagers do now?

We encourage anyone with a responsibility for IR35 compliance to ensure that your determination process is fit for purpose and meets HMRC’s reasonable care requirements.

Whilst it may seem time-consuming and burdensome initially, the mitigation of risk and time saved by taking a robust, right-first-time approach will give peace of mind and confidence to all stakeholders in the process.

With the IR35 changes now less than six months away, now is the time to review your determination process!If you have found this useful, then you can find further information on IR35 here.

Workr Group Support Cash For Kids’ Mission Christmas

For the past two years, Workr Group have proudly supported Cash For Kids – a fundraising initiative set up by Manchester’s Hits Radio station. The charity raises money to help children and young people affected by poverty, abuse, neglect, life-limiting illness and those who have additional needs.

Workr have hosted activities, donation stations and much more in our time as a charity partner. So when lockdown and social distancing measures put a stop to plans, we knew that we needed to go above and beyond to help… 

A time in need…

Run by Jessica Rigby and Sophie Davies, Cash For Kids provide gifts and support through community organisations, social workers, schools and emergency services. When the pandemic struck, they were forced to cancel a number of events – set to raise £115,000. At a time when young children and their families needed more support than ever, the charity was forced to find an alternative to ensure they could continue to offer this lifeline. 

Jessica commented: “Hits Radio Cash for Kids is made up of just myself and Sophie. We’re both working from home and doing everything we can to ensure we not only help families right now who are struggling to feed their children, but also raise enough money to still be here after the pandemic and help the children who rely on our support for life.”

… made even harder

Of course, the pandemic isn’t the only challenge that the families supported by Cash For Kids are facing. A luxury that some just can’t afford, Christmas can be a tricky time. Christmas 2020 is likely to bring with it a number of additional challenges, as COVID-19 has directly affected UK unemployment levels and household incomes. 

Hits Radio’s Cash For Kids want to make Christmas Day different for children and young people living in poverty across Greater Manchester. By collecting and distributing gifts and cash donations, Mission Christmas can make sure that disadvantaged children have a gift to open on Christmas morning. Having done so much for the local community, and now needing our support, we knew we had to do our bit… 

Our work as a charity partner 

Over the past two years, Workr have opened up a donation station in central Manchester for gifts to be dropped off in December. Further fundraising events over the years have included Football Friday in July 2018, volunteering at a warehouse picking and packing christmas orders and an auction – where a signed picture of David Beckham raised £80!

Like Cash For Kids, we had big fundraising plans for 2020 but world events got in the way. While we hope to volunteer and open our donation station once more, this could be restricted. So to make up for it, we’ve decided to give our biggest donation yet – £2,056.37. 

Jessica Rigby commented: “We honestly can’t thank you enough for everything Workr does to support us, it honestly means so much. Especially this year with us having to cancel so much of our planned fundraising activity. This donation will make a HUGE difference to our Mission Christmas appeal.”

If you’d like to donate to the charity, you can do so directly on the website. For families and young children struggling during these times, it really does help. 

IR35 – deferred, not defunct!

As we entered 2020, one of the key topics on our agenda was the IR35 Off Payroll Private Sector Reforms.

The intermediaries legislation, as it is also known, had seen some controversial reforms already introduced to the public sector back in 2017. These reforms were due to make their arrival in the private sector on the 6th of April 2020.

However, as a result of the COVID pandemic and resultant lockdown measures, the Government made the decision to defer the reforms until the 6th April 2021.

Whilst the decision to defer was a great relief to many, we now find ourselves only six months away from the implementation of the reforms.

For those hoping that the legislation would be scrapped or forgotten, the reality is that the legislation is already law, although not yet enforced.

Barring any extraordinary legal or political development, the changes will take effect on the 6th of April 2021.

What is IR35? Let’s recap

IR35, also known as the Intermediaries Legislation, is tax legislation aimed at tackling tax avoidance.

The legislation is designed to test whether workers providing their services and expertise to a client via an intermediary, such as a limited company, would otherwise be an employee of the client if the intermediary did not exist.

If caught by the IR35 legislation, the earnings of “deemed employees”, as they are referred to by HMRC, are subject to income tax and National Insurance Contributions (NIC’s).

What are the IR35 reforms?

It is currently the responsibility of the worker to determine whether their assignment is caught by IR35. The worker is also responsible for paying the correct taxes dependent on their IR35 status.

The reforms, scheduled to take effect in the private sector from 6th April 2021, will see the following key changes:

  • Shift the responsibility of IR35 determination from the worker to the engager (the company utilising the worker).
  • If caught by IR35, the responsibility for the payment of income tax and NICs will also shift from the worker to the fee payer (the organisation paying the worker for their services). This could be the engager or an agency (if the worker is supplied in this manner).

Does IR35 affect my business?

If your business utilises workers who provide their services via their own limited company, either directly or via an agency, then the IR35 legislation may apply to you.

There is an exemption for small businesses who meet any two of the following three criteria:

  • Turnover – not more than £10.2 million.
  • Balance sheet total – not more than £5.1 million.
  • Number of employees – no more than 50.

Where a worker is engaged by a small business, the responsibility for determining the IR35 status, along with the payment of taxes will remain with the worker.

What should you do if IR35 applies to your business?

If your business engages workers and is not classified as a small business you will need to prepare for your new responsibilities once the reforms take effect.

The key change that you must prepare for is your new responsibility for determining the IR35 status. The legislation states that, as the engager, you must take reasonable care in how you go about making the determination.

Once you have made the determination, you will also be responsible for communicating the results of your determination to the next party in the supply chain. This must be done in the form of a Status Determination Statement (SDS).

What does reasonable care mean?

By reasonable care, HMRC means that you must conduct a thorough and detailed assessment of the work to be carried out by the worker.

This assessment must include the working conditions and terms under which the service is to be provided.

HMRC recommends that you:

  • Formalise and record a consistent Status Determination process which is regularly reviewed to ensure fitness for purpose.
  • Seek the advice and/or assistance of a qualified, professional advisor such as the Workr Group.
  • Involve people with a good understanding of the work to be conducted in the determination process.
  • HMRC recommends the use of its Check Employment Status for Tax (CEST) test although this is not mandatory. There are a number of excellent alternative tools capable of producing robust and accurate determinations. It is highly recommended that you utilise a status determination test tool wherever possible. Such tools simplify the determination process and promote consistency across tests.
  • Ensure that determinations are regularly reviewed to ensure continued accuracy and validity.
  • Ensure that new status determinations are conducted after any material changes to terms or working conditions.
  • Define and communicate a clear process for challenges against determinations.

What are the risks of not taking reasonable care?

Once the engager has issued the SDS to the fee payer, all responsibilities then pass to the fee payer.

HMRC will always approach the fee payer in the first instance when conducting an investigation with regard to whether reasonable care has been met. However, any recourse could lead HMRC to the engager.

Where the engager is deemed not to have taken reasonable care in determining the IR35 status of a worker, HMRC can transfer any debt for unpaid taxes to the engager.

The same can be said for if the engager fails to respond to any challenge made by the worker against the determination.

It is vitally important, therefore to follow the guidelines above to ensure that reasonable care is taken during the determination process.

Debts can also be transferred where the fee payer simply does not pay taxes due to HMRC.

Where there is a chain of providers (MSP’s and agencies) involved in the supply of flexible workers, engagers must ensure that they conduct rigorous and regular due diligence checks of its supply chain in order to minimise its transfer of debt risk.

What now?

We have a specialist team at Workr Group that can support you with all aspects of compliance with IR35 and your flexible workforce.

Workr Compliance delighted to join the Chamber network

Workr Compliance is delighted to announce its membership within the Aberdeen & Grampian Chamber of Commerce network

Headed up by Andrew Webster, Workr Compliance help end clients, agencies and contractors to get the best legislative outcome while providing guidance via a bespoke strategy and process. Part of the Workr Group – an award-winning provider of customised accounting, umbrella employment and tax solutions – the team offer essential clarity and support for the UK’s flexible workforce.

To help businesses, agencies and contractors prepare ahead of the Off Payroll Private Sector Reform on April 06 2021, Workr Compliance have created a dedicated IR35 solution which includes:

  • Full supply chain IR35 management or a bespoke needs-based solution
  • Risk profile of contractors operating via a PSC and other roles
  • Impartial consultancy on status decisions and remedial action
  • Immediate access to a professional umbrella provider when required
  • Expertise you need to make confident decisions on contracts
  • Robust position of defence to meet reasonable care

Currently, their product is already being widely used by members of the OCA. Workr Compliance hopes their Chamber membership will introduce the solution to new organisations and sectors, spread the word of compliance and support more people in their efforts to become IR35-compliant.

Andrew Webster said: “I’m very pleased that The Aberdeen and Grampian Chamber of Commerce have welcomed Workr Compliance. Leading up to this point, we’ve supported a number of key end clients in the oil and gas sector to help them prepare for the IR35 Off Payroll Private Sector legislation, originally planned for 6th April 2020.

“Despite COVID-19 resulting in a legislative delay, Workr Compliance continued to support its clients – such as STORK, WORLEY and TEXO. We’re here to engage and work with the Chamber and its members in readiness for the IR35 Private Sector Reform, sharing our industry knowledge and experience of delivery in a compliant and robust manner.”

Workr Solutions and JobAdder partner to deliver streamlined back-office and payroll solutions for Recruitment Entrepreneur

Recruitment Entrepreneur have always been pioneers in providing recruitment solutions, looking for new ways of improving efficiency for the 19 portfolio partners within their recruitment group. So, when they were looking to expand their back-office and payroll provision to service demand within the constantly growing group, they had some key strategic decisions to make.

JobAdder, a leader in the recruitment software industry, have been a close partner with Recruitment Entrepreneur since launching their CRM platform in the UK. They therefore decided that any back-office service provider they chose needed to fully integrate with JobAdder’s CRM. After researching several providers, Workr Solutions were selected on the premise of their outstanding track record and service, understanding of the group’s requirements, and shared vision of full platform integration with the CRM.

Following an introduction from Recruitment Entrepreneur, the two providers developed an API ensuring seamless data flow from one system to another. This allows complete visibility of all accountancy and payroll activity, across all 19 portfolio businesses, at a company and group level. Most importantly it has reduced immediate and long-terms costs, and dramatically improved efficiency and the end user contractor experience, resulting in excellent feedback.

Angus McDowell, CFO of Recruitment Entrepreneur commented, “What was so impressive was the collaboration between JobAdder and Workr Solutions. They worked hard over six months to deliver against the unique requirements of all our businesses, and the customer service levels have surpassed our expectations. Everyone in the group is trained and the result is that we have an automated system which facilitates the growth and scale of our group. We’ve already seen the efficiency it’s provided, along with the removal of any manual error”.

Abid Hamid, CEO for the group said, “The outcome of the introduction has been that both JobAdder and Workr Solutions can now offer a best in class product suite, that’s been robustly tried and tested by a wide range of businesses, that are both diverse and complex. As well as us now being able to provide this transformational new service to new portfolio partners as we further scale our operation; it’s also created the opportunity for the two providers to reach out to their respective clients with the option of providing a wider integrated solution”.

Darren Watts, Co-Founder of JobAdder, said of the partnership “”This has been an exciting initiative and we are thrilled to be partnering with Workr Solutions. The collaboration between JobAdder and Workr Solutions has provided Recruitment Entrepreneur with considerable efficiency gains and we look forward to offering this solution to other organisations across Europe.” 

Yves Bizimana, Managing Director of Workr Solutions advised, “’We were delighted to be the partner of choice and work alongside Job Adder. By working collaboratively from the outset we were able to define outcomes and what success would look like and use our insights to blend our people, processes and technology. The result is a compliant and future-fit solution, tailored to the way Recruitment Entrepreneur works, that delivers measurable return on investment.’







About Recruitment Entrepreneur

Recruitment Entrepreneur is a multi-award-winning investor in recruitment businesses looking to start-up or scale. We won the Best Recruitment Business Investor 2020, alongside the Best Recruitment Start-Up Investment Firm 2020.Since 2014, we’ve invested in 30+ talented founders, enabling them to launch and scale successful businesses.

Our success lies in our ability to provide not just knowledge, but also knowhow. We have fostered a community of businesses that benefit from the expertise of our dedicated team who provide; funding, financial expertise, operational strategy, back-office support, legal advice, marketing and talent attraction solutions, all of which enable our partner businesses to flourish.

Investing time, money, and experience in people with the potential to become great leaders, we partner with and empower budding entrepreneurs to build world-class recruitment businesses, capable of achieving a high equity value on exit. We emphasise continual learning and development; supported by CASS Business School and accredited recruitment experts, every member of our portfolio receives professional training to help unlock their full potential.

About JobAdder

JobAdder is a global, cloud-based recruitment management platform designed to simplify and automate complex processes, allowing recruiters to focus their time and energy on productive work. Backed by global software provider Seek, JobAdder connects users with over 200 job boards, and integrates with some of the world’s leading tech platforms and HR software providers. JobAdder has offices in Asia Pacific, North America and Europe.

About Workr Solutions

Workr Solutions is an integral part of the Workr Group, a leading employment services organisation. Workr Solutions provide innovative, outsourced back office support services to recruitment agencies and end clients that accelerate time to value. From pay and bill through to fully managed solutions that connect service excellence in credit control, invoice discounting, payroll and statutory accounts. Workr Solutions has offices in the UK, USA, UAE and India, and is an employer or record throughout Europe.

Workr Group acquires Easypay adding funding to service offering

Workr Group, a leading international employment services provider, is pleased to announce the acquisition of Easypay Services, a Leeds based company providing funding and back office services to recruitment agencies.

Easypay, founded in 2003, employs a team of 25 experts who intimately understand the recruitment funding landscape. They are uniquely equipped to provide personalised solutions that support the growth of their existing and start-up recruitment agency clients.

Easypay will join Workr Solutions, an existing business unit of Workr Group, that specialises in accelerating time to value for recruitment agency and end-clients by providing specialist consultancy services and innovative back office solutions. 

The acquisition will extend Workr Solutions’ services to include funding capabilities and will be headed by Yves Bizimana, Managing Director of Workr Solutions.

Bizimana commented: “At Workr Solutions we have seen an increase in opportunities to manage more of our clients’ back office functions, allowing them to focus on recruiting. Funding is a key challenge for many of our partners and Easypay’s expertise will allow us to add even more value to the industry.”

Stephen Mix, Director of Workr Group led the acquisition and commented: “Easypay is a fantastic business with strong core fundamentals, focusing on customer service and good operational controls. The acquisition adds to our portfolio of complementary companies that have been designed to simplify flexible working across the supply chain. It is the sixth acquisition we have made in the last five years and will help fuel our continued growth.”

Commenting on the acquisition, Founder of Easypay Amanda Hobson said: ‘Workr Group stood out in the sale process as their strong values-led culture closely aligned to that of our own. Our management team are looking forward to becoming an integral part of Workr Solutions and supporting one another to continue our strong growth trajectories.”