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HR Advisory Services for International Businesses in the UK
Are you setting up your first UK employee – or simply unsure whether your current HR approach meets UK requirements?
Goodwille’s HR advisory services give you direct access to qualified HR consultants, providing the specialist support you need without having to build a full in-house team.
Our HR consultancy services cover every stage of the employee lifecycle, from your first hire to a growing organisation with its own culture and structure.
The HR Challenges of Expanding Into the UK
Moving into a new market naturally brings questions. Our international clients often come to us when they’re unsure how to approach things like:
- Making sure employment contracts and HR policies meet UK requirements
- Knowing how to handle absence, performance and sensitive employee situations under UK rules
- Understanding sponsor licences and right to work requirements when hiring from overseas
- Keeping up with changes to UK employment law, such as the Employment Rights Act 2025
When you partner with Goodwille, you’ll have a dedicated HR specialist to guide you through these situations. We know that workplace expectations and employee rights can vary considerably from one country to another, and our team specialises in bridging the gap – with over 25 years of experience working with clients across the world.
We’ll take the time to understand how your business works and what you need from your UK team. Then we’ll use our knowledge of UK employment law to help you find a solution that works for your business and your employees.
Talk to us about your UK plans and find out how our HR experts can support you.
Flexible HR Consultancy: Two Ways to Work With Us
We create your HR package around you, so you get the support that fits your business, your team and what you need right now. Our tailored HR solutions can include:
Goodwille as Your Outsourced UK HR Department
No HR team on the ground yet, or an overseas HR team that is unfamiliar with local UK legislation? We act as your UK HR function: policies, contracts, day-to-day queries, and full compliance support, so you don’t need to hire before you’re ready.
Support for Your Existing HR Team
Already have HR in place? We work alongside your team as an extension, adding local knowledge on employment rules, contracts, and workforce processes where you need. We advise your line managers directly, not just your senior executives.
Either way, support scales with you. As your headcount grows, so does the level of hands-on guidance. Our HR consultancy adapts to your organisation’s challenges as they change, offering a full range of services and solutions without the overhead of an in-house business function.
What You Get With Our HR Support
Our multilingual team makes it easy to work with us, wherever your head office is based. We speak a range of European languages, so you can communicate in the language you’re most comfortable with and have a familiar team in the UK to turn to for your HR questions and requirements.
When you partner with us for HR support, you can expect:
An expert who knows your business. You’ll have direct access to experienced, CIPD-qualified HR consultants who work as an extension of your team.
HR that works alongside your head office. We’ll help you build a people strategy that supports your wider business goals while meeting UK requirements.
Advice on best practices when you’re making important decisions. From redundancy and disciplinary matters to organisational change, we’ll help you understand what’s required and choose the right approach.
Our HR Advisory Services
From employment contracts and policies to pensions, recruitment and day-to-day questions, find out how our HR specialists can support your team.
Employment Law Compliance Advice
Concerned that your current HR setup may not meet UK requirements? We’ll review your contracts, policies and processes, highlight anything that needs attention and explain what you need to do to stay compliant.
HR Policies, Contracts & Documentation
Whether you already have contracts and policies in place for your UK employees or you’re starting from scratch, we’ll make sure you have the right documents in place for your UK team. This includes employment contracts, staff handbooks and HR policies, all aligned with UK requirements and the way your business operates.
HR Strategy & Organisational Design
Many organisations struggle with hiring and retaining staff in the UK when they’re used to the workplace culture of their home country. We’ll work with you to create an HR and recruitment strategy that supports your business goals, from deciding what roles you need and when, to attracting the right people and creating an environment where they want to stay.
Reward, Benefits & Benchmarking
Salaries and benefits come with their own market expectations in the UK. We’ll benchmark your proposed packages against the UK market, helping you make a competitive offer without paying more than necessary.
Pension Scheme Setup
Pension schemes are an important part of setting up your UK team – eligible employees are legally required to be enrolled into a workplace pension. We’ll guide you through the requirements and help you get the right scheme and processes in place.
Secondments & International Workforce Management
Bringing a member of staff to the UK from another country? We’ll help you work through the considerations that come with seconding employees into the UK, so you can plan the move with a clear understanding of what’s involved.
Employment Screening Services
Hiring in the UK comes with certain checks you need to complete before someone starts. We’ll explain which checks apply to your employees, including right to work checks, and make sure you know what’s required.
Day-to-Day HR Advice
When something comes up, you’ll have someone to turn to. Our HR specialists will talk through the situation with you and advise you on the right approach under UK employment law.
Additional HR & People Support for Complex Issues
As your UK team grows, new HR questions will naturally come up. Perhaps you’re unsure how to approach a performance issue, or your business is going through a change. These are the moments when having a UK HR specialist to speak to is particularly useful.
You might need advice on:
Absence management for an employee who is regularly away from work or has been off sick for a longer period
How to approach performance management or a difficult conversation
Redundancies or restructuring, and what the correct process looks like
Handling HR investigations for grievance and disciplinary matters
Recruiting, onboarding or developing your UK team
When an HR situation isn’t straightforward, you’ll have someone experienced to talk it through with. We’ll understand the circumstances, explain what the UK rules mean for you and help you decide on the right course of action.
The Employment Rights Act 2025: What You Need to Know
The Employment Rights Act 2025 brings changes to the way UK employers manage areas of employment and HR. If you have employees in the UK, it’s worth checking that your contracts, policies and HR processes reflect the latest requirements.
Our HR specialists can review what’s changed, explain what it means for your business and make sure your documentation is up to date.
Watch our webinar to hear our HR specialists explain the changes and what they mean for UK employers.
Why International Businesses Choose Goodwille
When Goodwille was founded in 1997, setting up a business in the UK meant coordinating lawyers, accountants, and a whole range of other advisers. Our founder, Swedish national Annika Goodwille, had seen first-hand how difficult it could be for an overseas business to work out who to turn to and how all the different pieces fitted together.
That became the reason Goodwille was founded – bringing the advice and support businesses need together under one roof. We now support more than 450 companies worldwide, giving international businesses one central point of contact for their UK requirements.
Explore our case studies to find out how we’ve helped companies like Getsafe with their HR function as they’ve expanded into the UK.
“Partnering with Goodwille was very helpful as they organised the whole practical side of our UK arm, from the initial company registration, accounting and HR & Payroll support as we started to grow a UK based team. Having all this administrative help meant that I and my team could focus on the commercial side of the business and client work. Organising these processes ourselves and making sure they were compliant would have been time-consuming so we are grateful for the support we received in the early stages of our UK market expansion.”
Daniel Treiber, CFO of Getsafe
How Can We Support You?
If you’re just getting started in the UK, we can help you put the right HR foundations in place from the beginning. That might mean getting your employment contracts and policies right, or working through the HR processes you’ll need as your team grows.
Already have a UK team? We can take a look at what you already have in place, talk through any areas you’re unsure about and identify where your HR setup could be strengthened.
Tell us about your UK operations, what you’re planning and where you’d like some guidance. We’ll listen and suggest the best way forward for your business.
HR Advisory Services FAQ’s
Can Goodwille act as our HR department if we have no in-house HR in the UK?
Yes. That’s exactly what our outsourced HR advisory covers: contracts, policies, compliance, and day-to-day support, running as your HR function as an in-house team would.
How often does UK employment legislation change, and how do I stay informed?
Changes can happen both annually and throughout the year, through new legislation, tribunal decisions, and government guidance. We track these changes for our clients and flag what needs to change in your policies, so you’re not relying on catching updates yourself.
How does UK employment law differ from Nordic, German, or US law?
UK rules sit between the two extremes many international employers expect. Employees get more statutory protection than in the US, where employment is often “at-will,” but the system relies more on individual contracts than the collective agreements common in the Nordics and Germany. Dismissal here requires a fair, documented process, though the bar is different from German or Nordic law.
What are the HR obligations when seconding an employee to the UK?
Seconding an employee to the UK involves a few important HR considerations. You’ll need a fair and appropriate process for selecting the employee, as well as a clear secondment agreement covering their role, responsibilities, location and how long the arrangement will last.
We’ll help you understand the employment and immigration requirements that apply. If the employee doesn’t already have the right to work in the UK, they may also need to be sponsored by your UK company, which could mean applying to the Home Office for a sponsor licence
Can Goodwille review our existing HR contracts and policies?
Yes. We audit your current documentation against local requirements, flag gaps, and rewrite what needs updating so you’re not carrying legal risk.
What is the Employment Rights Act 2025 and how does it affect my business?
The Employment Rights Act 2025 introduces changes to UK employment law covering areas such as dismissal, working arrangements and employer responsibilities. We’ll support you in reviewing your contracts, policies and HR processes, explain what the changes mean for your business and help you put any necessary updates in place.
Do I need an HR advisor if I only have a few UK employees?
Even with a small UK team, there are HR requirements you need to get right from the start, like following the right processes for hiring and documentation. It can be easy to overlook something when you’re new to the UK, and small mistakes can become more complicated – and more costly – to put right later.
What does an outsourced HR advisory service cover?
It gives you expert advice and hands-on HR support without needing to build an in-house team. We can start with a review of your current contracts and policies, then provide advice on employee issues, performance and compliance as they come up. We also update documentation as your business and UK employment rules change, helping to keep your business compliant.
Meet Our HR Manager
Jacqui Brown
As our HR Manager, Jacqui provides high quality and compliant HR advice across the full spectrum of HR services for a portfolio of Goodwille clients. She offers pragmatic advice on technical matters relating to HR issues including employee relations, organisation design, policies and procedures, implementation of new contracts and staff handbooks, benefits and salary levels, recruitment and training solutions.
What Our Clients Say
Trusted by businesses from all around the world.
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Nothing is too much trouble, Goodwille are our local UK Finance, HR and Administrative function enabling us to focus on doing our day jobs. We have a great relationship, but it is unobtrusive: we engage when needed, otherwise things just tick over. I have had direct engagement for the last two years as local GM. My organisation used them for at least a year prior to that.
-L
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We have been working with Goodwille for the past 3 years, only amazing experiences. They help startups and scaleups that we bring from Nordic countries with their expansion to the UK market. All experts working at Goodwille have a great understanding of advising companies in their market-entry, helping them with every step along the way. We would recommend their services to anyone who needs a trusted partner in the UK market.
-ED
⭐⭐⭐⭐⭐
We have worked with Goodwille for over a year and they have assisted us in our UK launch. They are a valued and trusted partner with a can-do attitude and I would recommend them to any company looking to establish a company the UK market. As well as assisting with local issues Goodwille have excellent structures in place and work seamlessly with our Swedish head office.
-SH
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As an overseas CFO it is essential to work with a partner which understands the UK perspective as it relates to the Nordics. I am very pleased to work with Goodwille.
-IS
HR Advisory Services in the UK FAQ’s
What qualifications do Goodwille’s HR advisors hold?
Our HR advisors are experienced HR professionals with extensive knowledge of UK employment law, HR best practice, and workforce management. They provide practical HR consultancy support, helping international businesses navigate compliance, employee relations, and day-to-day HR challenges with confidence.
Can Goodwille act as our HR department if we have no in-house HR resource in the UK?
UK employment law changes regularly, with updates typically introduced several times a year through new legislation, case law, and government guidance.
The process involves:
- Legislative updates – New Acts, amendments, and statutory changes introduced by the government.
- Case law developments – Tribunal and court decisions that can change how existing laws are interpreted.
- HR monitoring – Businesses staying informed through HR advisors, legal updates, and official government publications.
Most companies stay compliant by working with HR professionals who track changes and update policies accordingly.
How often does UK employment legislation change and how will I stay informed?
UK employment law changes regularly, with updates typically introduced several times a year through new legislation, case law, and government guidance.
The process involves:
- Legislative updates – New Acts, amendments, and statutory changes introduced by the government.
- Case law developments – Tribunal and court decisions that can change how existing laws are interpreted.
- HR monitoring – Businesses staying informed through HR advisors, legal updates, and official government publications.
Most companies stay compliant by working with HR professionals who track changes and update policies accordingly.
How does UK employment law differ from Nordic, German or US law?
UK employment law is more structured than the US but generally more flexible than many European systems.
The differences involve:
- Protection levels – The UK has statutory employee rights, while Nordic and German systems often have stronger collective protections and the US has fewer legal protections overall.
- Termination – The UK requires fair process; Germany and Nordic countries require more formal justification, while US employment is often more flexible (“at-will”).
- Employment structure – The UK relies on individual contracts, unlike more collective agreement-based systems in parts of Europe.
Businesses operating internationally must adapt to each country’s HR rules.
What are the HR obligations when seconding an employee to the UK?
Seconding an employee to the UK requires compliance with UK employment, tax, and immigration rules for the duration of the assignment.
The process involves:
- Right to work – Ensuring the employee has valid permission to work in the UK.
- Employment terms – Aligning contracts, pay, and benefits with UK legal and tax requirements.
- Ongoing compliance – Managing payroll, working time, and health and safety obligations under UK law.
Clear arrangements between the home and UK entity are also needed to reduce compliance and tax risk.
Can Goodwille review our existing HR contracts and policies for UK compliance?
Seconding an employee to the UK requires ensuring they remain compliant with UK employment law and immigration requirements throughout the assignment.
The process involves:
- Right to work – Confirming the employee has the correct visa or permission to work in the UK.
- Employment terms – Reviewing contracts, pay, and benefits to ensure they meet UK legal standards and tax requirements.
- Ongoing compliance – Managing working hours, health and safety, and payroll obligations in line with UK regulations.
Employers should also ensure proper documentation is in place between the home and UK entity to avoid compliance and tax risks.
What is the Employment Rights Act 2025 and how does it affect my UK business?
The Employment Rights Act 2025 introduces updates to UK employment law that strengthen employee protections and employer responsibilities.
The impact involves:
- Policy updates – Reviewing and updating contracts and HR policies.
- Compliance – Ensuring dismissal, working arrangements, and processes follow new legal standards.
- Risk management – Keeping clear, consistent HR procedures to reduce legal risk.
Businesses should stay updated and seek HR guidance to ensure compliance.
How is outsourced HR advisory different from a fully managed HR service?
Outsourced HR advisory provides guidance and support, while a fully managed HR service handles your HR function directly.
The difference involves:
- Level of support – Advisory gives advice; fully managed HR completes HR tasks for you.
- Control – Advisory keeps decisions with you; fully managed HR takes on day-to-day responsibility.
- Scope – Advisory focuses on compliance and guidance; fully managed covers full HR administration.
Advisory suits businesses wanting support, while fully managed HR is for those needing full outsourcing.
Do I need an HR advisor if I only have a small number of UK employees?
Even with a small team, having an HR advisor can help you stay compliant and avoid issues as your business grows.
The process involves:
- Risk check – Reviewing your current setup to ensure contracts, policies, and basic HR processes are legally compliant.
- Core support – Helping you manage essential HR tasks like onboarding, absence, and employee queries.
- Prevention focus – Reducing the risk of disputes or mistakes by ensuring issues are handled correctly from the start.
It’s especially useful for small businesses to build strong HR foundations early, so they don’t face costly problems later as they expand.
What does an outsourced HR advisory service actually cover?
An outsourced HR advisory service provides expert HR support without needing an in-house HR team, helping you manage employees and stay compliant with UK employment law.
The process involves:
- Initial review – Assessing your current HR policies, contracts, and processes.
- Ongoing support – Providing day-to-day advice on employee issues, performance, and HR queries.
- Compliance guidance – Ensuring your business follows UK employment law and best practice.
It can also include updating documentation and supporting key HR decisions as your business grows.