Remote Employee Legal Requirements: What You Need to Know in London

When you hire someone to work remotely from London, you’re not just hiring a person—you’re entering a legal relationship governed by UK employment law, the set of rules that define rights and responsibilities between workers and employers in the United Kingdom. Also known as British workplace regulations, these laws apply whether the employee sits in an office in Canary Wharf or works from a kitchen table in Hackney. The rise of remote work hasn’t changed the basics: if someone is working for you, they’re entitled to fair pay, safe conditions, and clear terms—no matter where they are.

One of the biggest misunderstandings is that remote workers don’t need contracts. That’s false. Every remote employee, whether full-time or freelance, must have a written statement of terms within their first two months. This includes hours, pay, holiday entitlement, notice periods, and where they’re expected to work. If you’re hiring someone based in London, even if they’re working from home, you still need to follow employer responsibilities UK, the legal duties companies must meet when employing staff, including payroll, sick pay, and workplace safety obligations. That means paying National Insurance, providing statutory sick pay, and ensuring their home workspace meets health and safety standards—yes, even if they’re not in your office. You can’t ignore these just because they’re not under your roof.

Then there’s the tax side. If your remote employee lives in London, you’re responsible for operating PAYE. If they move to another country—say, Spain or Portugal—you might need to register as an employer there too. And if you’re hiring someone from outside the UK, you need to check their right to work. A simple Google search won’t cut it; you need to use the government’s online checking service or ask for official documents. Missing this step can cost you fines up to £20,000 per worker.

Don’t forget about data protection. Remote workers use personal devices, home Wi-Fi, and cloud tools. That means you must follow GDPR, the EU and UK regulation that protects personal data and requires companies to secure employee information, even when working remotely. That’s not optional. If your employee uses Zoom, Slack, or Google Drive for work, you need to make sure those tools are configured properly and that they’ve been trained on data security.

And what about working hours? UK law says employees can’t work more than 48 hours a week on average unless they opt out in writing. This rule applies just as much to remote workers as it does to office staff. If your team is sending emails at midnight or replying to Slack messages on weekends, you’re risking a breach. You don’t need to micromanage, but you do need to set clear expectations and respect boundaries.

What you’ll find in the posts below isn’t theory—it’s real advice from people who’ve dealt with these issues. From how to write a remote work contract that holds up in court, to what happens if a remote employee gets injured at home, to how to handle cross-border payroll without hiring an accountant—you’ll see what actually works. No fluff. No jargon. Just what you need to stay legal, avoid fines, and treat your remote team right.