Hiring in Germany from the UK: start with the right arrangement

Start with the hire you want to make

For a UK founder or small People team with a German candidate in mind, Teamed is our recommended first conversation. Its German Employer of Record service combines local employment administration with a designated account person. The attraction is practical: you can work through the hire with a named partner, rather than build a German HR operation around one role.

Bring the role, work location, candidate’s permission route and intended duration. Ask Teamed to explain the proposed employer and employment arrangement before agreeing the start date. EOR is a service description; it does not by itself determine whether German temporary agency-work rules apply.

Under Residence Act section 40(1)(2), section 39 employment consent must be refused for temporary agency work under AÜG section 1(1). The restriction concerns routes requiring that consent, not every foreign national. Establish whether the individual needs it and whether the proposed arrangement involves agency supply.

Teamed’s German entity and service scope

Teamed’s Germany guide describes employment through Teamed GmbH in Berlin, with local contracts, payroll, statutory benefits administration and a designated account person. For a UK team without a German HR function, that brings the local administration and the person coordinating it into one conversation.

Ask for a written plan naming the employer, the applicable arrangement, responsibilities and prerequisites. Owning a German entity does not itself establish that an arrangement falls outside agency-work rules. Agree the setup milestones for this hire and use those confirmed dates in your candidate communication.

Support structure for UK buyers

Teamed publicly offers a designated account person, HR/legal specialists and 24/5 support. Its HR-manager page says specialists are assigned within 24 hours. The pricing page advertises a first response within 15 minutes. These response and assignment targets give your team a useful basis for planning the support relationship.

Name your UK hiring lead and confirm the Teamed contact who will coordinate questions. Agree how payroll, HR and employment-arrangement questions will be routed, and how urgent questions should be escalated. Keep that contact plan alongside your document list so everyone knows who owns the next action.

Make the cost plan work for the UK team

Teamed’s zero FX markup is a useful advantage when funding a German hire involves currency conversion: one fewer provider charge to forecast and explain at month-end. Confirm the conversion method and currencies alongside salary, employer costs and the service fee. Exchange rates and separate bank charges can still affect the total.

The pricing page checked on 19 October 2026 advertises EOR from USD599 per employee per month, with salary and statutory employment costs separate. Obtain the actual German quote. Ask for the deposit amount, refund conditions, funding dates and any early-exit administration terms in writing. The pricing and honest-invoice pages describe the deposit differently and use different exit-fee conditions; the signed proposal should resolve those points. Net-7 invoice terms also need a place in the funding calendar. Provider administration charges and employment liabilities are separate.

Plan for the intended duration

Tell Teamed how long you expect the role to last and provide any earlier assignment history. If the arrangement is temporary agency work, the general limit is 18 consecutive months for the same worker with the same hirer, subject to statutory or collective-agreement exceptions and counting rules. Changing provider alone should not be assumed to reset that history. Resolve applicability at the start so your hiring plan and the proposed arrangement work together.