Articles

An Employer of Record can be the quickest way to hire in a new country, but it isn't always the right long-term model. Understand when headcount, cost and control start to point towards your own local entity, what the transition involves and how to plan it.

Discover the October 2026 Employment Rights Act changes. Learn what UK SMEs must do now to prepare for new harassment duties and tribunal rules.

Short-term business visitors to the UK can trigger PAYE, social security, immigration and permanent establishment risks — even when trips stay under 183 days. Briars busts the 183-day myth and explains how to keep your business compliant.

Corporate services — including accounting, tax, banking, and compliance — form the backbone of sustainable business growth. Discover why outsourcing these functions helps companies scale faster, reduce risks, and expand confidently into new markets.

Choosing your second international market isn’t simply a repeat of the first. With existing entities, people, payroll and infrastructure already in place, the next move needs to fit a much bigger picture. Explore the key questions businesses should ask before deciding where and how to expand next.

International expansion is getting easier, but operating globally isn’t. We explore the key lessons from the SME Global Operations Complexity Report and what growing businesses need to consider when managing compliance, people and operations across multiple markets.

Reviewing and rationalising your global legal entity structure can reduce complexity, strengthen governance and compliance, and create a more efficient foundation for international growth.

International portfolios often inherit fragmented HR, payroll and entity structures. Discover how PE firms can create greater visibility, consistency and control across portfolio companies without sacrificing the local flexibility each market needs.

As international growth adds new countries, employees and employment requirements, one HR generalist can quickly become stretched. Explore when to add international HR capability and how fractional or outsourced support can help you scale without immediately building multiple permanent HR roles.