December Office Hours 2021

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:

Workr Accounting & Workr UmbrellaWorkr International
Thursday 23rd December09:00 to 17:3009:00 to 17:30
Friday 24th December09:00 to 15:0009:00 to 15:00
Monday 27th DecemberClosed Closed
Tuesday 28th DecemberClosed Closed
Wednesday 29th December09:00 to 17:3009.00-12.30
Thursday 30th December09:00 to 17:3009.00-12.30
Friday 31st December09:00 to 15:0009.00-12.30
Monday 3rd JanuaryClosed Closed
Tuesday 4th JanuaryNormal hours resume (9:00 to 17:30) Normal hours resume (9:00 to 17:30)

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

The reality of navigating compliance in another country

It’s easy to see why so many contractors end up seeking opportunities abroad. With a broader range of job roles (and salaries), we’ve seen a steady rise in talent emigrating across the globe for the last 20 years. 

But adjusting to the various tax rules and regulations of a new country is far from easy. That’s where organisations like Workr come in, helping all parties involved in international recruitment stay compliant and protect their take-home pay.

To explain this in more detail, we recently sat down with the new Managing Director of Workr International, Charles Daw. Here, he discusses his role and how his team helps support those looking for opportunities further afield.

Early days of international recruitment

I started working in the contractor management industry at a UK umbrella company. After a couple of years, an opportunity arose to join a company that focused on international contractors. I found it to be a far less transactional, more consultative and value-adding relationship with the recruitment industry. It turned out to be a great time to jump into the market.

I grew the business with agencies who were developing their international presence. Only a small number of organisations were able to offer the support that was needed at the time, and I was able to develop some great relationships. I moved from a junior sales role to become a manager, and then eventually to take up a more senior position.

Feeling like I wanted a new direction, I joined Easypay, a subsidiary of the Workr Group. Here, I was helping find funding for agencies – effectively selling a different product to the same market that I was used to. Workr Group then joined JSA Group, and with that came a greater focus on the international market. My experience made me a perfect fit for this division, and I became the Managing Director.

Simplifying international solutions

If you’re an agency based in the UK, and your end-client is based in the UK, you’d still have to consider the fact that the work might be taking place elsewhere. If it is, then the tax legislation and other legal requirements need to be applied.

For example, in Germany they have the AUG licence, which is effectively a labour leasing licence. So, if you want to lease out a contractor worker to an end client in Germany, you’ll need it. You’ll also need to consider that you can only have a maximum of three parties in the working relationship. Get that wrong and you could fall foul of German tax law.

It’s our job to know this legislation inside and out and keep all parties compliant. What’s more, we have to impart this knowledge to those we work with – at all levels. Whether we’re speaking to your CEOs or your junior agents, we explain the nuances of each country and help to avoid ending up in a non-compliant situation.

Managing relationships

To provide the support that international recruitment agencies need, there’s a lot that goes into being able to ensure a contractor or agency acts within the law. In order to stay compliant across the 90 countries we operate in, we have to work with a network of partners.

We have a strong partner network as well as our own in-house solutions. My role will be spent strengthening the partner relationships as well as increasing the size of our in-house services.

This is where we stand out from the competition: we accept our limitations and prioritise investment into finding like-minded organisations around the world. Not only does this allow us to scale faster, but it also ensures our clients get the best support available.

Taking the industry forward

As part of our responsibility to offer clients the best support available, we need to be able to forecast big changes in the industry. And one thing we see changing is a growing preference for employed solutions.

As recently as two years ago, the long-standing preference across Europe was self-employment. Today though, with increased scrutiny in almost every country, companies and contractors are far more concerned about taxation and their compliance.

It’s no surprise as we see this happening in the UK with the IR35 reform. Other countries like Germany addressed this a few years ago with new legislation, but around the EU, it has caught some businesses off guard. It’s for reasons like this that there’s been a rise in the need for compliance organisations such as ourselves and the level of our involvement in placing contractors internationally.

Seeking international tax advice and fully compliant payroll solutions?

If you’re interested in placing contractors across the globe, or could just use a little guidance on where you stand currently, we’re here to help

Just leave your details on our contact form, and a member of the team will be in touch.

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Workr Group appoints Charles Daw as Managing Director of Workr International

Workr Group recognised that international contractor management is one of the biggest markets in the sector today. So, to gear their subsidiary up for significant investment in the space, they’ve enlisted industry veteran Charles Daw to lead the way.

As more and more contractors choose to operate across the world, the international market continues to grow. But to avoid falling foul of foreign tax law, they need to be compliant in the countries where the work takes place.

With IR35 reform still in the rear-view mirror, agencies and end clients are hesitant to go into such placements blind. Instead, they value a solution that allows them to continue working with contractors, while improving their in-house knowledge of certain tax law.

Mike Lee, Sales Director at Workr Group, commented: ‘With a rich history of keeping contractors compliant while working abroad, Charles will be an excellent addition to Workr International and will take the business forward. Whether that’s by meeting the demand for more employed solutions, or raising greater awareness of the challenges agencies face in this space.’

Charles added: ‘I am looking forward to collaborating with agencies at all levels (CEO, managers, agents) and connecting with the wider Workr teams to improve our collective understanding of the legislation in the 90+ countries that Workr operate in.’

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Connecting Our Excellence: How Workr Prioritise Team Wellbeing

Workr Group’s approach has always been engaging with clients at all levels. Whether that’s a director or junior member of staff, we make sure everybody understands changes in employment and how to minimise administrative burdens.

Without this uniform understanding, the support we offer can fail to make a lasting difference. But to offer such a comprehensive service, we need a workforce that operates in complete harmony while simultaneously being fully invested in the future of Workr. Here, Group Sales Director of Workr Group Mike Lee, explains how we make that possible.

Rallying the remote workforce

The wellbeing of our team has always been important to us. But when the coronavirus pandemic hit in 2020, it brought mental and physical health into much greater focus. It also presented a challenge.

First, we had to overcome the stumbling block of synchronising a workforce that was largely working from home. To do this, we organised group activities and exercises so that everyone felt a part of the wider community at all times.

When it was decided by the group to re-enter the workforce, we brought all our internal experts together. Remote working technology taught us how to streamline certain tasks, but in order for us to help each other, agencies, contractors and clients, we still believe in the power of physical connections. It’s just the nature of our industry and something we take as seriously internally as we do externally. Connecting our excellence helps guide our attitudes, actions, decisions and relationships and is something that’s made easier when we’re all together.

A cause for celebration

Thanks to our eventual reintroduction, we were delighted to hold our inaugural Summer(ish) Social at the end of last month – the ‘ish’ being a point of contention as others in the office were convinced September didn’t still count as the summer!

Instead of our typical company conference, the social was designed to be a ‘thank you’ to the Workr Group family. We wanted to reward the mammoth efforts each and every person has put in over the last 18 months, especially when our way of life was turned on its head. We wanted it to be a celebration of reconnecting.

As well as a whole host of other activities, the main event was held at the notoriously challenging Crystal Maze where our teams took on the Crystal Dome competing for bragging rights.

Leading from the front

My fellow directors and I didn’t get away lightly either as we were all the subject of an interactive quiz. I think everyone got a little more than they bargained for by the end! Yet that was the point of the day: to acclimatise to that social interaction many of us missed.

The day was particularly significant for our colleagues at Easypay, a business that joined the Workr Group during the pandemic. It was the first time the majority of their Leeds-based business had met their Workr counterparts from the Manchester and London offices, and we were delighted to officially welcome them. 

We saw off the evening in Albert’s Schloss. Here we celebrated the fact that, despite the past 18 months, we had just delivered our most successful year.

A director’s takeaway

One thing I’ve picked up from the pandemic is the importance of not only being able to identify change but also being agile enough to adapt to it. This has been key to our continued success – a success that I believe we owe to having such a connected community – and why we continue to invest in physical events to bring them together. 

If the last 18 months have taught us anything it is that five-year plans are long gone. Having a better-connected team allows us to spread the responsibility for detecting, interpreting and translating patterns, then exploring the implications for our business so we are better prepared for whatever may be around the corner.

Mike Lee, Group Sales Director

If you’d like to see more news from us, please check out the blog section of our website for all updates and announcements.

How customer care will win the talent wars

From admin assistant to senior sales director, Ashley McClure has seen almost every aspect of a recruitment business. But it’s in her current role as account director that she makes the biggest difference to Workr clients. Whether that’s through plugging skills gaps or ensuring contractors are paid deserving wages, her work delivers realistic solutions to those who need them.

With the landscape shifting closer to a global workforce, the challenges facing construction businesses (and almost all other industries) are growing.

That’s why we asked Ashley to tell us about her recruitment journey so far, and weigh in on some of the sector’s biggest issues.

How did you get into recruitment?

I fell into recruitment through an admin role. From there, I went to resourcing and gradually moved up into actual recruitment.

Today, I’m an account director. My day to day includes bringing in new accounts, managing teams and advising clients on the options available. That could be clients from all industries, but I specialise in construction, rail and engineering. In fact, it’s thanks to this niche that I was able to secure positions with a well known rail company.

What aspect of recruitment do you handle?

Generally, I deal with the contracting population and keep abreast of what projects people are involved with. Anything from navigating PAYE alternatives, advising on SDC work and supporting end clients with skills gaps. 

Because of this approach, we’re seeing over 700 referrals a week. Only by asking questions and actually understanding what contractors are working on can we offer a solution.

I do the same level of outreach with our current accounts, ensuring there’s a happy balance between incoming and retained business. Complacency will lose you clients. We designate our resources to be hands-on with every consultant we work with.

What are the challenges for you?

In the current climate, a lot of my clients can’t fill the roles. Brexit, COVID-19 and the skills gap mean that vacancies are staying open for much longer. As a result, organisations are losing weeks, despite completion dates staying the same.

With enormous infrastructure projects such as the ones I deal with, it’s difficult to find alternative solutions when the talent simply isn’t there. Yet the demands of the work are growing by the day.

Even in the instances where you have contractors, they’re often so motivated by their rate of pay that clients lose them to local competitors for the slightest increase. This makes it difficult for organisations to hold onto the talent they do acquire.

How do you help clients overcome the challenges in that niche?

It’s a case of understanding their specific needs. For example, it could be as straightforward as their location. A lot of contractors won’t travel beyond their means for a role when there’s a similar vacancy close by with a competitor.

By looking at the average tenure of our contractors, we’re able to protect our clients from losing talent at a moment’s notice. Recently, we had a number of contractors consider leaving an end client because of auto-enrolment and pension contributions.

We’d previously mentioned that they’d need to ring customer care and opt-out, but the message had been lost, and the deduction in take-home pay was a surprise. Fortunately, we overcame those challenges by ringing the contractors directly. It’s this personalised service that gives the client more time to focus on projects and filling positions.

What do you predict will be the next big change in recruitment

More international business roles are coming up. There’s a dramatic increase in people willing to work further afield, not just for money, but for job security too.

This, combined with the factors already straining the market, means we’re likely to see an even greater skills gap for end clients – especially if they aren’t paying more money. There’s only so long we’ll see organisations able to afford missing deadlines. Instead, they’ll have to increase the budget for talent acquisition, and be more flexible with completion dates.
Until then, Workr are here to help agencies access untapped talent and enhance their service to clients. So, if you’re interested in leveraging our expertise, get in touch on

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Get access to global talent without the headache of payroll

With over 13 years experience, working in and around the recruitment industry, Adam Mommsen has helped lead the charge in encouraging agencies to tap into the international market. His finger firmly on the industry’s pulse, Workr’s head of sales for London has collaborated with businesses to support the handling of all manner of trends, from temporary staff to umbrella solutions.

But now, with IR35 reform, Brexit and work-from-home policies reshaping employment as we know it, it’s never been more important to consider overseas recruitment.

So we’ve asked Adam to walk us through his experience, and explain how it led him to offer support to agencies looking for a bigger audience.

What’s been the biggest change over the past 10 years?

Time, people seem to have less of it these days. You’d think maybe IR35 reform or Brexit, caused this shift, but it actually came with the introduction of online platforms such as LinkedIn.

Today, candidates are less likely to interact over the phone. The practice of recruiters working late to cold call is slowly dying out. Instead, they focus on contacting people where it suits them.

As a result, the reputation of recruitment is changing, and with it, the kinds of clients and candidates we work with. This is leading to an explosion of small niche agencies offering a 360-degree service, where the owners understand the market and place individuals in temporary or long-term roles around the world.

Why international recruitment?

During the pandemic, UK recruitment became one of the most competitive spaces for roles. Limiting your support to talent and positions nationwide meant missing out on a wealth of opportunities in the likes of the US, Europe and, for jobs in energy, locations like the North Sea.

Clients value the service as it allows them to widen their talent pool and navigate around inflated UK salaries. And with home working being adopted internationally, it makes no difference whether their team is based locally or in another country. For the contractor, not only are they rewarded with a new culture, they also won’t be charged the payroll costs of working a temporary position in the UK.

From my perspective, after many years focusing on the UK, the crossover to the international market has been refreshing. I don’t understand why more agencies don’t place globally. If you can recruit individuals in London, there’s no reason why you can’t do the same for New York.

What are the challenges?

If a contractor is working for a business abroad, they’ll need to be paid according to their new employer’s tax laws. This means the recruiter who places them will have to decipher these new laws in order to be compliant.

Of course, if you’re an agency with a substantial number of contractors working for you, you could have a whole host of placements under different taxation laws.

For agencies just branching out into international recruitment, this level of accounting is impossible. But there is another way…

How do you help agencies overcome these challenges?

At Workr, our accountants excel in breaking down the tax law of other countries and simplifying your payment processes.

Supporting clients in over 100 countries, our payroll service takes the burden of staying compliant off your shoulders. This way, you enrich your service, while we handle everything concerning your contractors’ pay.

What do you predict will be the next big change in recruitment?

Working from home is currently advantageous to a number of contractors, but it’ll soon level the playing field in terms of salary. Those working from home in London are exceptionally more expensive than the same level of skilled candidates in South Africa.

As more agencies embrace international recruitment, it’ll be harder to justify paying higher wages to staff simply because they live locally to the business. How this relationship plays out in both permanent and temporary work will set the tone for the phase of recruitment.

Similarly, I think we’ll continue to see a rise in small niche agencies. Especially as city centre office space is no longer a requirement for a recruitment firm. What’s more, many functions of the business like payroll, compliance, HR, and credit control can now be outsourced, negating the assault start-up costs some companies have experienced in the past.

In the meantime, Workr are here to help agencies access untapped talent and enhance their service to clients. So if you’re interested in leveraging our expertise, get in touch on

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What Your Recruitment Agency Needs To Know About Post-Brexit Europe

Placing UK workers in Europe was once a relatively straightforward exercise. Navigating different tax laws and general formalities aside, it was merely an extension of the norm – and a great opportunity for more business. But on 1st January 2021, all that changed.

Due to COVID-19 restrictions, the effects of post-Brexit immigration laws have been masked. And with overseas placements on the back burner, most agencies haven’t experienced the true extent of the changes. Now, as the mist of the pandemic slowly begins to fade, business travel is back – but not as we knew it.

In this article, we’ll look at how the goal posts have shifted for European work placements. We’ll also discuss the new areas that recruitment agencies need to consider, and what action you should take to keep end clients on side while remaining compliant.

A new playing field

Post-Brexit immgration laws brought about considerable challenges for recruiters looking to place UK workers in overseas roles. Some EU countries have closed their doors entirely, regardless of relevant documentation. But for those who haven’t, contractors and candidates may require new papers such as work permits, visas and other permissions. Take Germany for example, they can sponsor a work permit, but it will cost approximately double the pre-Brexit fee.

Gone are the days where hopping to and from the continent was a simple affair. Without the right preparations in place, a typical 3 to 12-month placement could leave you and your contractor open to fire from the tax office. So, if you want to avoid a nasty sting, you’ll need to get ahead of the game and find out the specific requirements of the country you’re working with.

Assessing challenges and risk prevention

EU countries know exactly what to look for amidst the changes, and will be able to spot any low-hanging fruit. Unless you’re liaising with a large international company who’ll take care of the finer details, the responsibility will be down to you – the recruiter.

This makes it vital to accurately scope and build extra costs and requirements into the pricing as early as possible. Failure to add these expenses to the end client’s quote will lead to eroded margins, or perhaps a temptation to cut corners to get a deal over the line. It could even result in the deal falling apart completely.  

Although you may be trying to prevent hard work from going to waste, bending the rules ends with toxic contractor books and the risk of deportation, fines and possibly future travel bans. While it’s vital you stay true to your remit and make sure your contractors have a right to work, it’s just as important that you incorporate the extra costs to avoid your agency being in a disadvantaged position.

We can help

Have you got European roles on the horizon? If you’re considering UK workers, don’t fall foul to post-Brexit legislation – contact Workr International. We’ll line up all the relevant information, calculated and costed to precision, so you can work this into your initial quote. With a wealth of experience in global overseas compliance, our experts know exactly where and what to look for. 

If you want to ensure you’re meeting new requirements while maintaining business in a changing European landscape, book in a call today. We’ll be in touch soon.  

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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.