Hiring a UK employee from Hong Kong: what Hong Kong companies need to know

If your Hong Kong company is hiring its first person on the ground in the UK (a sales lead, an account manager, a country head), the good news is you almost certainly don't need to set up a UK company to do it. Here's the practical version for Hong Kong founders, finance and HR teams.

The five differences that surprise Hong Kong employers

• You don't need a UK entity to employ someone in the UK. Through a direct payment scheme, or by registering for UK PAYE itself, a company based in Hong Kong with no UK presence can be the direct employer of UK staff. No UK subsidiary, branch or place of business required just to run one payslip.
• Tax and National Insurance come off at source. UK payroll deducts income tax and National Insurance under PAYE, reported to HMRC in real time (RTI) on or before each payday, and your employee gets a payslip on or before each payday.
• You're hiring UK-based, right-to-work-eligible people. Every UK hire needs a right-to-work check before you employ them. British and Irish citizens show their original passport or passport card; anyone else usually proves it online with a share code. This guide is about employing people who already live and can work in the UK. Moving someone from Hong Kong to the UK is an immigration question, separate from payroll and outside this guide.
• A workplace pension is compulsory. Auto-enrolment means a minimum 8% of qualifying earnings going into a workplace pension, of which you as the employer pay at least 3%.
• Holiday and contracts are statutory, not negotiable. 5.6 weeks' statutory paid holiday (which can include the UK's bank holidays), and a written statement of the main terms of employment on the first day of work.

Your three routes, and the one most Hong Kong companies miss

However you hire, UK payroll runs one of three ways: your own UK PAYE scheme (an employer abroad can register one without a UK entity), a direct payment scheme (no UK entity needed, because you stay the direct employer), or an Employer of Record (a third party employs them for you, at a premium). The direct payment route, usually a DPNI for Hong Kong employers, is the one most Hong Kong companies have never heard of, and it is usually the leanest way to hire one to ten UK staff without incorporating. Compare the three routes side by side, or answer four quick questions to find yours.

On a DPNI the scheme is in the employee's name, and the employee pays their income tax and National Insurance to HMRC through it, with us running the payroll. The other route keeps payroll in your company's name. A company with no UK presence doesn't have to run UK PAYE, but it can choose to run it in its own name. Then the company takes the employee's income tax off their pay through its own payroll, and our fees are the company's cost, not the employee's. The employee's National Insurance still has to be paid: the company can pay it through its payroll if it's willing to and HMRC agree, and if not, the employee pays it directly.

Secondments and social security

If you're posting an existing Hong Kong employee to the UK temporarily (rather than hiring locally), Hong Kong is not on GOV.UK's list of the countries the UK has reciprocal social security agreements with, so the UK's own rules decide whether UK National Insurance is due. Under those rules, where the employee is not ordinarily resident or ordinarily employed in the UK, usually works outside the UK for you, and is here for a temporary period, neither the employee nor you pay UK National Insurance until they have been in the UK for a continuous period of 52 weeks. After that, UK National Insurance is due in the normal way. Income tax is a separate question. The UK and Hong Kong do have a double taxation agreement, in force since 20 December 2010, but the UK's double taxation treaties do not apply to National Insurance.

Someone ordinarily resident in the UK whom you hire locally doesn't meet those conditions, so the 52-week exemption doesn't apply to them.

UK payroll quick facts

Estimate the all-in cost of a UK hire with our free employer-cost calculator, or see what a UK employee really costs.

Common questions

Can a Hong Kong company employ someone in the UK without a UK entity?

In most cases, yes. A company based in Hong Kong with no UK presence can employ UK staff directly, usually through a DPNI scheme in the employee's name, or by registering for UK PAYE itself. The employee sets up a DPNI and pays both their income tax and their employee National Insurance to HMRC under one PAYE reference. HMRC's DPNI guidance includes employees of an overseas employer that has no UK address it pays wages from. We will ask HMRC for the scheme that fits your facts, and they may suggest a different one once they have the full facts.

Does a Hong Kong company pay UK employer's National Insurance?

Usually not, if it has no UK presence. HMRC list the UK's social security agreements that include employer obligations as those with the EU, the EEA EFTA states, Switzerland, the Isle of Man and Gibraltar. Hong Kong is not on that list, and it is not on GOV.UK's list of the countries the UK has reciprocal social security agreements with. For an employer that is not resident or present and has no place of business in the UK, HMRC's guidance is that it does not have to pay employer's National Insurance, but the employee's National Insurance must still be paid. One exception: if your UK employee actually works for a UK business, such as a UK client you supply them to, that business may have to run PAYE and pay employer's National Insurance itself. For most employees, UK employer's National Insurance is 15% of pay above £5,000 a year.

Can a Hong Kong company run UK payroll in its own name instead?

Yes, that's the other route. A company with no UK presence doesn't have to run UK PAYE, but it can choose to run it in its own name. Then the company takes the employee's income tax off their pay through its own payroll, and our fees are the company's cost, not the employee's. The employee's National Insurance still has to be paid: the company can pay it through its payroll if it's willing to and HMRC agree, and if not, the employee pays it directly.

What if we send an existing employee from Hong Kong to the UK?

Hong Kong is not on GOV.UK's list of the countries the UK has reciprocal social security agreements with, so the UK's own rules decide whether UK National Insurance is due. Under those rules, where the employee is not ordinarily resident or ordinarily employed in the UK, usually works outside the UK for you, and is here for a temporary period, neither the employee nor you pay UK National Insurance until they have been in the UK for a continuous period of 52 weeks. After that, UK National Insurance is due in the normal way. Income tax is a separate question. Someone ordinarily resident in the UK whom you hire locally doesn't meet those conditions, so the 52-week exemption doesn't apply to them.

How soon can a Hong Kong company pay its UK employee?

We'd allow four to eight weeks for HMRC to set the scheme up, and that's our own estimate, not a figure from HMRC. Nothing goes to HMRC until the engagement is signed and our identity checks are done, so our four to eight weeks starts then, not today. The scheme should be registered before the first payday. If pay starts before the scheme is in place, payroll still runs every payday and is reported to HMRC late once the scheme exists.

Working with us from Hong Kong

You send approvals by email, we process on UK time and tell you exactly what to pay your employee in GBP, and when. UK payroll runs on UK statutory deadlines, RTI on or before payday and HMRC paid on time (quarterly on a DPNI, by the 22nd of each month on UK PAYE), which we track for you. We reply within one UK business day.

This guide is general information, not tax, legal or immigration advice, and reflects our understanding of the rules as at October 2026. Your circumstances may differ, so please get specific advice before acting.