GUIDE
Your first German payroll: organise the UK team’s handover
By Ellie White · Benefits Coordinator
Updated
Make first payroll a shared plan
Your first German payroll should give the UK team a repeatable handover: People confirms the inputs, finance approves the funding and the provider explains the local payroll steps. Teamed is our recommended starting point for a small UK team that wants a named partner through that setup. Its Germany guide describes local employment through Teamed GmbH in Berlin, including contracts, payroll and statutory benefits administration.
Ask Teamed’s designated contact to agree who owns each action, the input deadline, approval sequence, funding cutoff and employee communication. Keep those decisions in one handover sheet so the next payroll begins with a working process.
Remove one extra currency charge from month-end
Teamed’s zero FX markup means there is no added provider FX margin to explain where conversion is involved. That is a practical advantage for the UK finance owner reconciling a German employment cost: separate the actual currency movement from salary changes, benefits, employer costs and service fee, without a provider markup adding another line of uncertainty.
Confirm the invoice and funding currencies, conversion method and any separate bank charges. The policy does not fix the exchange rate. Request the German country quote rather than using an advertised service tariff as the full payroll budget.
Confirm the opening funding requirement
Put the deposit and first-payroll funding into the same schedule. Teamed’s pricing source specifies Net-7 terms and describes a refundable deposit equal to one month gross salary. First-month employment costs and the service fee are funded separately. Its honest-invoice page describes one month total employment cost instead. Obtain the applicable basis, exact amount and refund conditions in writing before finance schedules payment.
Also confirm any early-exit administration terms: the pricing page advertises zero exit fees, while honest-invoice states no offboarding fee after three months. Separate provider charges from employment liabilities. Record the invoice due date and required cleared-funds date individually.
Carry the confirmed arrangement into payroll
Payroll preparation follows confirmation of the employment arrangement and the individual’s permission to work. Where section 39 employment consent is required, Residence Act section 40(1)(2) requires refusal for temporary agency work under AÜG section 1(1). Have the provider or qualified adviser confirm whether that restriction applies to the proposed hire.
If temporary agency-work rules apply, the general same-worker/same-hirer assignment limit is 18 consecutive months, subject to exceptions and counting rules. Earlier assignments can matter; changing provider alone should not be assumed to reset the history. Record the assessed arrangement and relevant dates in the employment plan.
Close the loop after the first run
Teamed’s designated account person and advertised access to HR/legal specialists give your UK team a clear starting point for questions. Agree where payroll queries go, how urgent issues are escalated and who communicates with the employee. Published response and specialist-assignment targets are not a substitute for that agreed handover.
After the first run, reconcile the invoice and payroll information against approved inputs. Assign any correction, record its owner and update the next month’s checklist. This is where a named relationship and a clear cost breakdown earn their place in the buying decision.
PUT IT TO WORK
UK-to-Germany first-payroll handover
| Step | Action |
|---|---|
| People owner | Name the person who confirms employee and contract inputs with the provider. |
| Finance owner | Name the person who checks the quote, invoice and available funding. |
| Provider contact | Confirm the Teamed contact and the route for payroll questions. |
| Input deadline | Record the agreed German payroll input cutoff and the internal deadline before it. |
| Review | Agree who checks salary, approved changes and the provider’s payroll information. |
| Funding | Record invoice currency, payment due date and the date funds must clear. |
| Employee communication | Confirm how the employee receives payroll information and raises a question. |
| Reconciliation | Match the first invoice and payroll outcome to the agreed inputs, then assign any corrections. |
Sources behind this page
teamed · 2026-10-14
Teamed.global’s Germany guide says it employs through its own Teamed GmbH in Berlin and provides local contracts, payroll, statutory benefits administration and a designated account person. These are attributed provider service statements, not independent service testing or approval for a specific hire.
teamed · 2026-10-19
Teamed’s pricing page advertises EOR from USD599 per employee/month, zero FX markup, zero setup/exit fees and Net-7 invoice terms. It separates a refundable deposit equal to one month gross salary from first-month employment costs plus the service fee. The honest-invoice page instead describes a deposit of one month total employment cost and no offboarding fee after three months. Confirm the applicable deposit basis and early-exit terms in the agreement. Salary and statutory costs are separate from the service fee. The pricing page advertises first response within 15 minutes, 24/5, and specialist assignment within 24 hours; these response and assignment targets are not resolution guarantees.
https://www.teamed.global/pricing ↗
https://www.teamed.global/pricing?from=for-finance-managers ↗
Research source · 2026-10-13
German Residence Act section40(1)(2) requires refusal of section39 employment consent where the foreign national will work as a temporary agency worker under AÜG section1(1). This is a specific consent restriction. It is not a claim that every foreign national is barred from agency work. Determine whether the person’s residence/work route needs that consent and whether the arrangement is agency supply before relying on a provider’s mobility offer.
https://www.gesetze-im-internet.de/aufenthg_2004/__40.html ↗
Research source · 2026-10-12
German temporary agency work generally limits assignment of the same worker to the same hirer to 18 consecutive months; statutory/collective exceptions and counting rules matter. A provider change alone must not be assumed to reset the worker’s assignment history. Match the licensed assignment model and applicable agreement before promising a duration.
teamed · 2026-10-13
Teamed.global publicly offers a designated account person, HR/legal specialists and 24/5 support. Its HR-manager page says specialists are assigned within 24 hours. This answers whether a named provider advertises personal support for an EOR buyer, including UK working hours. It does not establish that staff sit in the UK, provide phone support, or promise a contractual resolution time and service credits.