Looking for an umbrella company?
Yes, we are compliant with all UK tax and employment laws. We are also members of the Freelancer & Contractor Services Association (FCSA), which is a trade association that represents the interests of umbrella companies and contractors.
Our rates and fees are competitive and transparent. We offer a variety of pricing plans to suit the needs of different contractors. You can contact us for a quote.
It is very easy to set up an account with us. You can do it online in just a few minutes. We will also provide you with a dedicated account manager who will be on hand to help you with anything you need.
We pay our contractors weekly or monthly, depending on their preference. We also offer a variety of payment methods, such as bank transfer and BACS.
We offer a wide range of support to contractors, including:
• Payroll and employment support: We will take care of all of your payroll and employment needs, so you can focus on your work.
• Tax and financial advice: We can provide you with advice on tax and financial planning, to help you make the most of your earnings.
We also have a dedicated team of customer service representatives who are on hand to answer any questions you have and to help you with any problems you may encounter.
Our onboarding process is quick and easy. We can have a new contractor onboarded and ready to work in just a few days. Our process includes:
1. The contractor completing a short application form.
2. We verifying the contractor's identity and eligibility to work in the UK.
3. We set up the contractor's payroll and employment records.
4. We provide the contractor with access to our online portal, where they can view their payslips and other important information.
We have a robust payroll process in place to ensure that contractors are paid on time and accurately. Our payroll process is regularly audited by an independent third party to ensure compliance with all relevant legislation.
We also have a dedicated team of payroll experts who are on hand to answer any questions that contractors may have and to help them with any problems they may encounter.
We offer a variety of support to recruitment agencies, including:
• Dedicated account manager: Each recruitment agency will have a dedicated account manager who will be their point of contact for all queries.
• Compliance support: We can help recruitment agencies to ensure that they are compliant with all relevant legislation.
• Contractor support: We can provide recruitment agencies with support with onboarding and offboarding contractors, as well as managing their payroll and employment needs.
We also have a dedicated team of customer service representatives who are on hand to answer any questions that recruitment agencies may have and to help them with any problems they may encounter.
Our rates and fees are competitive and transparent. We offer a variety of pricing plans to suit the needs of different recruitment agencies and contractors. You can get a quote by phone or email.
Yes, we are compliant with all UK tax and employment laws. We are also members of the Freelancer & Contractor Services Association (FCSA), which is a trade association that represents the interests of umbrella companies and contractors.
The Conduct of Employment Agencies and Employment Business Regulations 2003, often referred to as the Conduct Regulations or Conduct Regs, provide a framework of minimum standards that govern the conduct of the recruitment industry in the UK.
The regulations were implemented to ensure recruitment companies treat both the candidates (“work-seekers”) and clients (“hirer”) fairly.
Workers to whom a recruitment agency provides temporary or permanent work finding services are within the scope of the Conduct Regulations, regardless of the supply model they work through. Contractors may opt-out of the regulations, but they must sign and return an opt-out agreement before starting the contract.
The Conduct Regulations cover:
• Information required from/given to the client and provided by/to the contractor;
• The contractual documentation which must be in place;
• When a contractor must be paid; and
• When transfer fees can be charged to the client.
Contractors do suffer some disadvantages from opting out. For example, the agency is required to pay workers who are covered by the regulations even if they have not been paid; contractors who have opted out lose this protection. Plus, the agency must agree terms with the contractor before introducing them to the client; this significantly reduces contractor flexibility in what is supposed to be a flexible, highly skilled labour resource.
In addition, if a contractor has opted out, then the agency can use restrictive covenants that can potentially restrict the contractor from using a competing agency or going to a competitor of the client. There are other regulations relating to temporary-to-permanent fees, which can negatively impact on the client if they want to take the contractor on as an employee or a direct contractor.
In recognition of the fact that contractors working through their own limited company might want to choose whether or not to be protected by the regulations, in 2004 an opt-out provision was introduced within the legislation. However, contractors operating outside IR35 should not be covered by the regulations, so most agencies will request a formal opt-out agreement for their own records.
Before a contractor is introduced to the client, the recruitment agency must receive a signed EAA opt-out form. If they don’t, the opt-out could be invalid, preventing the recruitment agency from putting restrictions on the contractor that have been requested by the client and putting the agency in breach of the regulations.
If a contractor is considered to be controlled by the client and does not opt-out, the agency must work through a series of steps. These include creating paperwork about the contractor’s suitability for the role and the client’s requirements, completing a Criminal Record Bureau (CRB) check for specific roles and checking the contractor’s qualifications.
Yes, the contractor is free to withdraw from this Opt Out Notification at any time by giving not less than one weeks written notice to the Contractor. However, where notice is given during any assignment that would be subject to the Conduct Regulations 2003, the notice will not take effect until the Individual stops working in the position in question.
We will also confirm to the agency, of the contractor’s intention to withdraw an opt out notice at the first opportunity. By providing this opt out, Your Sprightly Ltd also agree to the Opt Out.
It is important to note that when working in some roles, opt out of the regulations is not allowed. Specifically, these roles involve the contractor working with vulnerable people, who are defined as those under the age of eighteen or who, by reason of age, infirmity, illness, disability or any other circumstance is in need of care or attention.
