I'm Making My First Hire
New Team.
You don't need to figure this out alone.
Your first hire is a turning point.
By bringing someone in, you’re taking on responsibilities around contracts, tax, compliance and management. Done right, it gives your business momentum. Done wrong, it can hold you back.
The Situation
What’s involved in hiring your first employee?
Why your first hire matters.
Up to now, you’ve controlled everything in your business. When you hire your first employee, that changes.
You’re now responsible for:
- Paying and managing someone correctly
- Meeting UK employment law requirements
- Setting expectations and structure
- Creating the culture your business will grow into
That’s where most first-time employers need support. Fortunately, we've helped hundreds of first-time employers like you. You're in good hands.
The essentials.
What do you legally need in place?
In simple terms, before someone starts you need to:
Contract
Provide a written contract or statement of employment. This sets out: job title, salary, hours, holidays, notice period, probation period, and key policies.
Right to Work
Check their right to work in the UK. This involves checking their passport, visa, or settled status.
Registration
Register as an employer with HMRC (PAYE).
Payroll and Pension
Set up payroll correctly and a workplace pension (if eligible).
Policies
Put basic policies in place e.g. data & privacy, health & safety, absence etc.
Regulations
Understand minimum wage, holiday and statutory rights.
We can help
It sounds like a lot because it is, but it’s all manageable with the right guidance.
Step by step.
What does the process actually look like?
Making Your First Hire
Before you hire:
- Define the role properly - what do you actually need? (role, hours etc)
- Set a realistic salary and budget (including tax, NI, pension, admin)
- Think about the kind of person who’ll fit how you work
- Where will they work and what do they need?
Finding someone
- Advertise and source candidates
- Review and shortlist applications
- Interview and assess fit, as well as, skills
- Make your offer
Before they start:
- Complete Right to Work checks
- Issue contract
- Set up PAYE and payroll
- Plan their first week
First week:
- Welcome and induction
- Explain systems and processes
- Introduce them to your values and culture
- Get feedback
Once they've joined:
- Set expectations early
- Give structure and support
- Check in regularly during probation
As exciting and nerve-wracking as it can be, getting the foundations right will set you up for success.
Common first-hire mistakes
Click each mistake to learn more about the impacts we see most often:
Hiring purely on experience
You hire the most experienced person. But if they don't fit your culture, they could drain the team. The wrong attitude has a bigger impact than a skills gap.
Rushing the decision
You verbally agree terms or don't have the proper documentation set up. Later, if there's a disagreement about what was agreed, a quick hire can become a costly one.
Unclear expectations
You assume they understand what's needed. They assume something different. If success isn’t defined, performance drifts and conflict begins.
Skipping proper onboarding
You're busy, so you skip formal onboarding. They feel lost and disengage quickly. First impressions shape retention.
Underestimating true cost
Salary is only part of the picture. You may be required to pay other costs such as tax, National Insurance and pension contributions.
Not setting up payroll properly
You pay them cash in hand and don't register with HMRC. This is illegal and exposes you to fines.
The real cost beyond salary
What does a first hire actually cost?
If you hire someone on a salary of £25,000, the true cost is typically closer to:
£31,500–£37,000 per year
That includes:
- Employer National Insurance
- Pension contributions
- Paid holiday
- Equipment and setup
- Admin, Training and payroll
Being realistic here protects your business long-term. Factor this in when making the decision.
What sets us apart
Work with Us.
Efficient Recruitment.
Finding and assessing the right candidate.
Structure.
Structuring the role and salary realistically.
The legal bits.
Contracts, compliance guidance, Right to Work and background checks.
Added Value.
Payroll and process advice.
Onboarding.
Whether you need 20 new people or 300, we’ve got the resources and know-how to deliver. You can scale up fast, without compromise. Onboarding structure
Ongoing Support.
After they start, we provide continued support to make sure they're settling in well and help iron out any concerns early on.
- enquiries@meridianbs.co.uk
- Head Office | Part First Floor, Dakota House, Concord Business Park, Threapwood Road, Manchester, M22 0RR
Frequently Asked Questions
Left FAQ's
Left FAQ's
Can you help me hire my first employee?
Yes. We manage the full process from sourcing and screening through to offer and onboarding support.
Do I legally need an employment contract?
Yes, you must provide a written statement of terms to your new hires. A full contract is strongly recommended.
What if I’m not sure what salary to offer?
We’ll benchmark against the market and help you set something realistic and competitive.
Right FAQ's
Right FAQ's
What are my legal responsibilities?
You’ll need to get a few key things right from day one:
- Provide written terms of employment
- Check their right to work in the UK
- Register with HMRC and run PAYE payroll
- Meet minimum wage, holiday and employment law requirements
- Set up a pension if they’re eligible
We’ll make sure you cover everything without overcomplicating it.
Will you support me after they start?
Yes. We stay involved to help both sides settle in and avoid early hiccups.
How do I know if they're a good culture fit?
In interviews, ask about values, how they work with others and what motivates them. Trust your gut, but listen to data too.
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