Hiring a European used to be as easy as hiring a neighbour. Today it is a legal question first, and a human one second. Once the legal one is settled, though, working in the UK feels light: a short written contract, a payslip that shows each deduction, and a culture where colleagues say "cheers" and mean it.
Here is the part that matters for a newcomer: who can work, what you are entitled to from day one, and where protection is weaker than in continental Europe.
Can you start working in the UK after Brexit?
Only if you can prove your right to work. For a European, that means settled or pre-settled status, a visa that allows the job, or Irish nationality. See UK visas for EU citizens after Brexit, then the Skilled Worker visa guide if you need a sponsor.
The employer checks your right to work before you start. A European generally shows a share code from their UKVI account (eVisa) or a valid immigration document, and an employer cannot refuse either. Irish citizens show an Irish passport or passport card, even if expired. A person who works without permission, even for a few weeks, risks problems that follow their future applications, so do not accept "cash in hand" offers.
You can start before your National Insurance number arrives, provided that you can prove your right to work; see National Insurance number: how to apply.
Where do you look for a job?
The government's Find a job service covers England, Scotland and Wales; Northern Ireland has its own jobs site. The EURES network no longer covers the UK, so European job boards will not help. LinkedIn, sector sites and recruiters do most of the work in practice. If you need a sponsor, filter for employers who say they sponsor, and ask early.
Qualifications can be compared by UK ENIC, which issues statements of comparability for foreign degrees. For regulated professions, such as doctors, nurses or teachers, the British professional body decides. The general European recognition system has been repealed in the UK by the Professional Qualifications Act 2022, so each body sets its own rules. As an example, the GMC lists the application for full registration with a licence to practise at £481 from 1 April 2026, with the same amount as the annual fee, and the NMC still recognises EU nursing qualifications under the old automatic conditions for general nurses and midwives. The NMC publishes its current fees on its website.
Comparing a contract with what the law gives you, or unsure which clause to question? Moovy can read your offer against the rules on pay, holiday and notice, list questions to ask the employer and explain the jargon. Moovy is not a lawyer and cannot represent you, so for a dispute, speak to Acas or an employment adviser.
What should your UK employment contract say?
From day one you are entitled to a written statement of the main terms: the job, the start date, pay, hours, holiday, place of work, the probation period, mandatory training and any notice or sick-pay terms. The remainder, such as workplace pension and disciplinary procedure, must follow within two months. Read it carefully before you sign anything.
Three clauses deserve a second look. Probation: British law sets no statutory probation period; the contract does, and during your first two years protection against dismissal is weak anyway. Working hours opt-out: the 48-hour weekly average limit can be waived, but the choice is yours, so check whether it is hidden in the paperwork. Notice: know how much each side must give.
What are your rights when working in the UK on pay, hours and leave?
Since 1 April 2026 the National Living Wage is £12.71 an hour from age 21, £10.85 for ages 18 to 20 and £8.00 for under-18s and apprentices. Weekly working time averages at most 48 hours, usually over 17 weeks, unless you opt out; under-18s are limited to 8 hours a day and 40 a week.
Holiday entitlement in the UK is 5.6 weeks a year, which means 28 days for a five-day week. The employer may include bank holidays in that figure, and may not pay anything extra for them. That is the main surprise for people used to 25 days plus public holidays. Part-timers get a pro-rata amount.
Statutory Sick Pay is £123.25 a week, or 80% of your average weekly earnings if that is less, for up to 28 weeks, according to GOV.UK in October 2026, with eligibility conditions, such as telling your employer in time. Your contract may be more generous. After seven days of sickness you need a fit note from a doctor.
How safe is your job?
Less than in much of Europe in your first two years. The right to claim unfair dismissal normally requires two years of service, though the Employment Rights Act 2025 is meant to bring it down to six months from January 2027. Acas states it is not yet in force, so do not plan around it. Some dismissals are unfair from day one, including those linked to pregnancy, family leave, requesting flexible working, union membership, whistleblowing or claiming the minimum wage.
If you lose a job, you can claim New Style Jobseeker's Allowance in Great Britain: up to £75.65 a week under 25 and £95.55 from age 25, for up to 182 days, if you have paid enough Class 1 contributions and work under 16 hours a week. Universal Credit may apply, if your immigration status allows it. Your contributions in an EU country can count towards the conditions if your last insurance period was in the UK.
What is the workplace culture like?
Rules explain the minimum; culture explains the daily life. British workplaces tend to run on politeness and indirectness. "That's an interesting idea" can mean "no", and "I'll bear it in mind" often means the same. Feedback is softened, so listen for what is left unsaid, and be direct only when you have built some trust. Small talk, mostly about weather, weekends and commutes, is a courtesy, not a waste of time.
Hybrid work is common in office jobs, but it depends on the employer, so ask in the interview how many days are expected on site. Meetings begin on time, emails are brief, and a quick thank-you goes a long way. Tea rounds, social drinks and team events are part of the culture, although you can decline gracefully.
What should you do in your first month at work?
Check your payslip for tax code, National Insurance and pension deductions. Make sure your employer has your NI number and bank details. Open your HMRC personal tax account to see your tax code, and ask payroll if something looks wrong. Read the staff handbook for sick-leave procedures, since each employer sets its own call-in rules. If you hold a sponsored visa, keep your sponsor informed of address changes, and diary your visa expiry.
If something goes wrong, speak first to your manager, then to HR, then to Acas, which offers free guidance and early conciliation before a tribunal. Keep a written record of what happened and when. Time limits in employment disputes are short, so ask for advice early.
What differs by nation and by profile?
Employment law and the minimum wage are the same across the UK, but job-search services and some benefits differ in Northern Ireland. Scotland adds its own income tax bands, which affect your net pay; see living in Scotland vs England.
Which traps catch new workers?
- Believing free movement still exists. Without status or a visa, working is unlawful.
- Counting on an exported benefit. Plan your savings, since the trade agreement does not let you take unemployment benefit abroad.
- Signing without reading the opt-out and probation clauses.
- Assuming holidays work as at home. Bank holidays can count within the 28 days.
- Ignoring your tax code. Check it on your first payslip.