Both the UK residence card (BRC) and the biometric residence permit (BRP) alone are not enough to demonstrate the right to work in the UK. To establish your right to work, you must adhere to the guidelines outlined by the government, which you can find here.

There are no mandatory medical checks required for employment in the UK. Employers can only request a health check before hiring if it is a legal requirement, such as eye tests for commercial vehicle drivers. Otherwise, medical checks are not a standard part of the hiring process and should not be requested by the employer.

By signing the employment contract, you acknowledge that the EU's Working Time Directive (2003/88/EC) and its local UK regulations will not apply to your employment, unless you withdraw consent with a minimum 3 months' prior notice. This provision is in place to facilitate flexible schedules and compressed workweeks, especially if your employer offers non-traditional working arrangements.

Salaries are stated in gross terms in employment contracts to show the total amount you'll receive before any deductions or taxes. This helps both you and your employer understand the basic compensation without worrying about specific deductions. Your actual take-home pay (net pay) will depend on factors like income tax, social security contributions, and local tax laws and our payroll systems will handle these calculations based on your gross salary to ensure compliance with tax regulations.

Statutory sick pay is the minimum amount that employers are required to pay, and currently, it is £109.40 per week as of April 2023. You can receive this payment for a maximum of 28 weeks. During the initial three qualifying days of sickness absence, known as 'waiting days,' employers are not obligated to provide statutory sick pay.

However, some employers may choose to offer additional sick pay beyond the minimum requirement. If your employer provides such a scheme, it should be clearly stated in your employment contract or the company's policy. It's important to understand that if you receive contractual sick pay from your employer, you will not be eligible to receive Statutory Sick Pay (SSP) on top of it. The contractual sick pay you receive already includes the SSP amount.

Unfortunately, we do not offer salary sacrifice pension schemes. As an alternative, you have the option to make lump sum payments directly to a pension provider. In this case, you can keep your higher salary and personally contribute to your pension. Don't forget to claim the tax back from the UK government, as your tax liabilities will be comparable to those in a salary sacrifice scenario. Please keep in mind that this falls outside of Omnipresent's responsibilities.

No, the employee would need to be enrolled first. Once enrolled, they receive a welcome pack directly to their email address from Smart Pension with details on what to do if they want to opt-out. They have 30 days to opt-out to receive a refund. The refund will happen in the next payrun.

Omnipresent currently operates in line with UK statutory Auto-Enrolment requirements with payments to the Smart Pension scheme. Minimum contribution payments are 3% employer contributions and 5% employee contributions (based on gross salary between £6,240 and £50,270 a year). Alternatively, you can elect for contributions to be based on base salary (with minimum contributions of 3% employer and 5% employee), or total earnings, including base salary, commission, bonuses etc (with minimum contributions of 3% employer and 4% employee). Each employee will be auto-enrolled upon commencing employment - no action is required from them. Employees cannot opt out before they are opted in. Once they have been auto-enrolled, Smart Pension will send them a welcome pack directly to their email with full details about the pension including the option to opt out, if they wish to do so.

Your employment status is dependent on obtaining a tax number. Please note that we are unable to process payments until you have a tax number in place.

We require at least one of these documents but you do have the option to upload both during your onboarding. The P45 is a document which you can request from your previous employer whereas the New Starter Checklist is available on our platform to complete, eSign and then upload via the form. See screenshot below.
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A P45 provides the tax breakdown while a new starter form includes the employee's payroll declaration. If a new employee does not provide a P45 they might be enrolled through HMRC on an emergency tax code.
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The best practice is to upload your P45 if you have it already. Otherwise complete, sign and upload the New Starter Checklist linked in the platform. Once you have received your P45 go ahead and upload that to the platform before the end of your onboarding.