{"status":200,"body":[{"id":1988,"attributes":{"title":"Briars Appointed to NWUPC Global Mobility Services Framework","slug":"briars-nwupc-global-mobility-framework-eor","Category":"Global Mobility","Service":null,"Excerpt":"Briars has been appointed to the NWUPC Global Mobility Services Framework for Employer of Record services, supporting UK universities with global hiring and compliance. Read more to see how this helps institutions access talent faster, stay compliant, and expand their global reach with confidence.","dateofPublishing":"2025-08-20","createdAt":"2024-08-21T15:15:18.373Z","updatedAt":"2025-08-21T15:19:42.564Z","publishedAt":"2025-08-21T11:31:09.886Z","body":"

We are proud to announce that Briars has been appointed as an approved supplier to the North Western Universities Purchasing Consortium (NWUPC) Global Mobility Services Framework (PFB3160 NW), Lot 3: Employer of Record (EOR) Services.

This achievement marks a significant milestone for Briars. Following a rigorous and highly competitive public sector procurement process, our selection reflects the depth of our expertise in global workforce solutions and our ability to meet the strict governance, compliance, and value-for-money standards expected by UK universities. It is a recognition we are deeply proud of and one that underlines our commitment to supporting the higher education sector as it continues to expand its global reach.

About the Framework

To address sector-wide challenges around international hiring, the NWUPC, together with other UK university consortia, established the Global Mobility Services Framework (PFB3160 NW).

The framework provides universities with direct access to pre-approved suppliers who understand the compliance, governance, and value-for-money requirements of managing public funds. By working through the framework, institutions can avoid lengthy tender processes and engage trusted partners for critical services.

Under Lot 3: Employer of Record Services, Briars can act as the legal employer for universities’ overseas staff, managing payroll, administering benefits, and ensuring compliance with local employment laws.

Why This Matters for Universities

Global hiring is critical for modern universities. Whether it’s recruiting specialist academics, building strategic international partnerships, or scaling research projects, institutions need solutions that keep them agile, compliant, and cost-effective.

Through this framework, Briars helps universities:

Access talent faster – Onboard world-class academics and researchers in weeks, not months.
Streamline operations – Work with one partner across multiple countries for HR, payroll, benefits, and compliance.
Save costs – Remove the expense of setting up overseas entities while still attracting top global talent.
Stay protected – Ensure ironclad compliance with local employment laws and tax regulations.

A Significant Step for Briars

Our CEO, Andrew Fahey, commented:

\"Being appointed to this framework is an important step for Briars and one we are extremely proud of. Universities have a unique and vital role in driving research, innovation, and global partnerships, and we’re honoured to play a part in supporting that mission.
This recognition reflects our long-standing experience in compliance, governance, and workforce solutions, and we look forward to working alongside institutions across the UK as they continue to grow their global impact.\"

Looking Ahead

With over 30 years’ experience delivering compliant workforce solutions worldwide, Briars has supported more than 3,000 organisations across 110+ countries. Our proven public sector track record includes managing over £50 million in flexible workforce spend for NHS Trusts, and we are highly experienced in operating within the strict governance, audit, and procurement frameworks that universities depend on.

This appointment to the NWUPC Global Mobility Services Framework strengthens our role as a trusted partner for higher education institutions giving universities the confidence to expand internationally while ensuring compliance, value for money, and the highest standards of governance.

👉 Find out more about how Briars supports universities here.

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John Darcy, Head of Marketing at Briars, brings extensive experience in global flexible workforce businesses and accounting and payroll organizations. With a strong entrepreneurial drive, he’s dedicated to growth and brand enhancement. His innovative strategies and market insights have expanded business impact. At Briars, John uses his expertise to boost the company’s global presence and support its mission of top-tier service.

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For recruitment firms looking to expand, our UAE Expansion Webinar covers everything you need to know about setting up and thriving in the Middle East’s top business hub.

The United Arab Emirates (UAE) has long been a magnet for international business. With its strong economy, global connectivity, and reputation as a hub for talent, it’s no surprise that recruitment firms are increasingly setting up shop in Dubai, Abu Dhabi, and beyond. For firms already serving international clients or have a desire to, having a physical presence in the UAE can be the difference between keeping pace with client demand and missing out on lucrative opportunities.

The Market at a Glance

The UAE offers one of the most dynamic business environments in the world:

A population of around 10 million, with almost 90% expatriates.
GDP growth projected at 4% in 2025 (World Bank).
Over 200 nationalities represented in the workforce.
A recruitment market worth more than $1.2 billion, covering sectors from technology and healthcare to finance, energy, and construction.
Dozens of new businesses are set up every single day in Dubai alone, reflecting the country’s rapid pace of growth and opportunity.

For recruitment firms, this means a constant need for skilled professionals and a steady demand for staffing solutions.

Why the UAE Appeals to Recruitment Firms

The appeal goes beyond the numbers. The UAE’s strategic location between Europe, Asia, and Africa makes it an ideal base for firms placing international talent. Its diverse economy is less reliant on oil than it once was, with rapid growth in technology, renewable energy, and financial services.

Another driver is the transient nature of the workforce. With so many expatriates moving in and out of the country, the talent pool is continually shifting — creating opportunities for recruiters to fill roles quickly. The government also encourages innovation and foreign investment, with more than 40 Free Zones that allow 100% foreign ownership.

Why Firms Make the Move

For many agencies, client demand is the trigger. When existing clients expand into the Middle East, they want trusted recruitment partners alongside them. Being local not only helps recruiters respond faster but also builds credibility with UAE-based businesses and candidates.

Tax is another incentive. While the UAE introduced a 9% corporate tax in 2023 on profits over AED 375,000 (around £80,000), the country still offers significant advantages compared to many Western markets. Combined with a high-growth economy and proximity to other Gulf states like Saudi Arabia and Qatar, the UAE becomes a natural next step.

Key Considerations for Recruitment Firms

Expanding into the UAE isn’t without its challenges:

Licensing and regulation: Recruitment is tightly controlled, and you’ll need the correct licence depending on whether you’re offering executive search, temporary staffing, or outsourcing.
Local partner requirements: While Free Zones allow full ownership, some onshore structures still require a local Emirati sponsor.
Labour law compliance: End-of-service gratuity, working hours, and visa rules all differ from the UK.
Cultural nuances: Building trust takes time. Business in the UAE is relationship-driven, and networking is crucial.

Getting this wrong can be costly — fines for non-compliance can reach into the tens of thousands of dirhams, and choosing the wrong structure can lead to wasted licence fees, office costs, and months of lost time.

Thriving Sectors for Recruitment Firms

Rather than focusing on transactional costs, it’s more useful for recruitment firms to understand where the opportunities lie. Certain sectors are growing strongly, creating consistent demand for talent:

Property & Construction: Sector projected to grow 6% annually, driven by mega-projects and residential/commercial developments.
Energy & Oil: UAE oil and gas market expected to reach $12.6B by 2030, growing at 5% CAGR.
Technology & FinTech: Market set to more than double to $6.4B by 2030, fueled by digital innovation.
Healthcare: Forecasted to grow from $8.7B to nearly $15B by 2033.
Finance & Banking: Total banking assets reached AED 4.7T, reflecting strong sector growth.

By focusing on these sectors, recruitment firms can target areas with high demand while working with experienced partners to avoid costly mistakes.

How to Set Up in the UAE

The process varies depending on whether you choose a Free Zone or Mainland entity.

Select your structure: Free Zone companies offer 100% ownership but may limit your ability to trade directly with UAE firms. Mainland companies provide wider access but may involve local partners.
Apply for your licence: Recruitment licences are issued by the relevant Free Zone authority or the Ministry of Human Resources and Emiratisation for mainland operations.
Register for tax: If profits exceed AED 375,000, you must register for corporate tax.
Secure visas and a bank account: Both are required to employ staff and operate effectively.

Most firms complete the process in 4–8 weeks, though it can take longer if sponsorship or specific approvals are required.

If you need help with any of these steps, Briars can guide you through the process, contact us today.

Case Study: UK Recruiter Expanding to Dubai

One UK-based recruitment agency specialising in tech talent recently partnered with Briars to establish their first overseas office in Dubai. The agency’s clients, many of whom were already expanding into the Middle East, needed a partner who could source talent locally.

The firm faced challenges around licensing and compliance, particularly in understanding whether a Free Zone or Mainland setup was the right fit. Briars provided end-to-end support — from entity structuring advice and licence applications to payroll and visa processing.

Within six weeks, the agency was operational in Dubai. Today, they have doubled their headcount, secured new UAE-based clients, and positioned themselves as the go-to partner for UK companies entering the Middle East tech market.

How Briars Can Help

The UAE presents exciting growth opportunities, but the path to setting up isn’t always straightforward. Briars simplifies the journey by:

Advising on the right setup (Free Zone vs Mainland).
Managing licence applications, renewals, and compliance.
Handling HR, payroll, and tax requirements to keep you onside with UAE law.
Offering fractional finance and HR directors to help scale without full-time costs.

With over 30 years’ experience supporting international expansion, Briars ensures your move into the UAE is smooth, compliant, and geared for growth.

👉 Ready to expand into the UAE?

$\"Briars$

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Emma is a global solutions expert with experience in building client service and sales solutions for businesses in over 150 countries. She manages a network of global providers, creating accounting, payroll, and HR solutions for top-tier client experiences. Since 2011, Emma has led Briars’ Client Solutions Teams, ensuring seamless service and excellence for companies at every touchpoint.

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Read more to see the risks around Permanent Establishment, expat eligibility, and what companies need to do to stay protected.","dateofPublishing":"2025-08-13","createdAt":"2024-08-21T15:15:18.373Z","updatedAt":"2025-08-21T12:07:53.162Z","publishedAt":"2025-08-21T12:07:53.081Z","body":"

When David Beckham signed for Real Madrid in 2003, the Spanish government didn’t just welcome a global football superstar, they created a tax regime that would carry his name for decades. Designed to attract international talent, the “Beckham Rule” was born.

The idea was simple: make Spain more appealing for foreign professionals by offering a flat, favourable tax rate. While Beckham himself wasn’t the only intended beneficiary, his high-profile transfer cemented the rule’s place in history. Two decades on, it still shapes how businesses and employees approach global mobility into Spain.

Fast forward to 2025, and the latest Spanish ruling (V0861-25) has provided much-needed clarity on one of the most important and sometimes misunderstood aspects of the regime: what counts as a Permanent Establishment (PE) for employers.

For companies with Spanish subsidiaries and expats eyeing the Beckham Rule, this is a reminder that eligibility is about more than just contracts and paperwork, it’s about how your business really operates on the ground.

What is the Beckham Rule?

Spain’s Beckham Law (officially the Special Expats’ Tax Regime) was introduced in 2005 to attract highly skilled foreign talent. Famously, it allowed Beckham and countless professionals since to pay a flat tax rate of 24% on Spanish-sourced income up to €600,000, with exemptions for most foreign income.

This six-year regime has become a cornerstone of Spain’s ability to attract executives, investors, and global professionals. But to qualify, one key condition is that your employer must be a non-resident entity without a Permanent Establishment in Spain.

Permanent Establishment in Spain: Why It Matters

A Permanent Establishment (PE) arises when a foreign company has a fixed place of business in Spain or exercises significant economic activity there. It’s not about having a nameplate on the door — it’s about whether the local presence is really running part of your business.

For expats on the Beckham Rule, that distinction is crucial. If their employer is deemed to have a PE in Spain, they risk losing access to the favourable regime and being taxed as a standard Spanish resident instead.

The 2025 Spanish Ruling (V0861-25): Key Clarifications

The case that sparked this ruling involved a UK business selling car parts through European subsidiaries, with its Spanish entity only handling administrative support. The Spanish Tax Agency clarified:

A subsidiary in Spain does not automatically create a PE.
No PE exists if the subsidiary is limited to internal support functions, does not act on behalf of the parent, and doesn’t give the parent access to people or resources.
What really matters is functional control, not just legal ownership or contracts.

In other words: it’s not the paperwork that counts, but the economic reality of what’s happening in Spain.

What This Means for Businesses Operating in Spain

For international businesses, this ruling is a welcome clarification but it’s also a cautionary tale. The boundaries between “support” and “operations” are easy to blur. A few additional responsibilities, or too much control from HQ, and suddenly you could be facing PE risk.

The implications go far beyond tax:

Corporate Tax Exposure: Profits linked to a Spanish PE may face local taxation.
Expatriate Risk: Employees under the Beckham Rule could lose their eligibility overnight.
Global Mobility: Assignments may need restructuring if the employer’s status changes.
HR Compliance: Spanish labour rules may apply even if you didn’t intend to establish a local employer.
Accounting & Reporting: VAT registration and statutory accounts could be triggered unexpectedly.

Taken together, these risks highlight that expanding into Spain is not just a tax exercise — it’s a multi-layered compliance challenge. Businesses that treat subsidiaries as “light-touch” can still find themselves exposed if local teams take on responsibilities beyond their intended scope. The Spanish Tax Agency has made clear that economic substance trumps legal form, meaning what your people do day to day matters more than what’s written in contracts.

For companies operating in Spain or planning to enter, this ruling should act as both reassurance and a reminder: structure and manage your local presence carefully, or risk losing the very advantages that drew you to Spain in the first place.

Why Spain Still Stands Out for Global Expansion

Beyond the specifics of the Beckham Rule, Spain itself has become one of Europe’s strongest destinations for international business. In 2024 it was the fastest-growing major economy in Europe, with GDP expanding by around 3.5%, and international confidence is high — nearly 90% of foreign-capital companies in Spain say they plan to maintain or increase investment in 2025.

At the same time, Spain’s startup ecosystem is booming. Barcelona now ranks as the third largest hub in Europe, home to more than 2,000 startups and billions in annual revenues, while Madrid continues to attract investment in fintech, health-tech, and mobility. Combined with Spain’s strategic location, world-class infrastructure, and EU market access, these strengths explain why so many companies see Spain not just as a base for relocating talent, but as a market with long-term growth potential.

Best Practices for Expanding into Spain

If you’re sending employees or setting up entities in Spain, keep these lessons in mind:

Define Subsidiary Roles Clearly – Limit Spanish subsidiaries to administrative tasks if you want to avoid PE risk.
Check Expat Assignments Early – Make sure Beckham Rule applicants meet the criteria, especially around employer status.
Integrate HR with Tax Planning – Compliance with Spanish labour laws must align with tax and corporate structures.
Expect Reporting Requirements – Even “non-operational” subsidiaries may have VAT or filing obligations.
Work with Integrated Advisors – Expansion touches tax, HR, payroll, and mobility. Siloed advice can miss key risks.

The Briars View

Beckham may have put the rule on the map, but for today’s businesses and professionals, the regime is about more than football, it’s about making Spain a destination for global talent.

This latest ruling gives confidence to companies with light-touch operations in Spain, but it also underlines a simple truth: expansion is never just about tax. HR, global mobility, compliance, and accounting all intersect, and one misstep can undo careful planning.

At Briars, we bring all these threads together helping businesses expand smoothly into Spain (and beyond) while keeping employees compliant, tax-efficient, and supported.

👉 Expand with Briars: Expert support for HR, tax, accountancy, global mobility, and international workforce management in Spain and worldwide.

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Hiring in the UK: A Practical Guide for International Employers

Hiring in the UK: A Practical Guide for International Employers

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