{"id":44302,"date":"2025-10-22T12:16:38","date_gmt":"2025-10-22T12:16:38","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/?p=44302"},"modified":"2025-12-08T05:11:48","modified_gmt":"2025-12-08T05:11:48","slug":"attachment-of-earnings-order","status":"publish","type":"post","link":"https:\/\/employmenthero.com\/uk\/blog\/attachment-of-earnings-order\/","title":{"rendered":"Attachment of Earning Orders (AEOs): An Employer\u2019s Guide"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--16)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb wp-block-employmentherocom2025-breadcrumb-block\"><nav role=\"navigation\" aria-label=\"Breadcrumbs\" 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9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" id=\"Fill-4\" fill=\"#000000\" mask=\"url(#mask-4)\"><\/path> <\/g> <\/g> <\/g> <\/g> <\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-content-justification-left is-layout-constrained wp-container-core-group-is-layout-5 wp-block-group-is-layout-constrained\"><h1 class=\"blog-template-title wp-block-post-title\">Attachment of Earning Orders (AEOs): An Employer\u2019s Guide<\/h1><\/div>\n\n\n\n<div class=\"wp-block-group is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\" style=\"padding-top:var(--wp--preset--spacing--9)\">\n<div class=\"wp-block-query wp-block-hosts-query has-global-padding is-content-justification-left is-layout-constrained wp-container-core-query-is-layout-1 wp-block-query-is-layout-constrained\"><ul data-wp-interactive=\"eh-hosts\" class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-flow\"><li data-host-index=\"0\" data-wp-on--click=\"actions.openDetail\" class=\"wp-block-post post-24794 hosts type-hosts status-publish has-post-thumbnail hentry\">\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-7 wp-block-group-is-layout-flex\"><figure style=\"width:52px;height:52px;\" class=\"wp-block-post-featured-image\"><img loading=\"lazy\" decoding=\"async\" width=\"120\" height=\"120\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-120x120.jpg\" class=\"attachment-host_thumbnail size-host_thumbnail wp-post-image\" alt=\"\" style=\"border-radius:60px;height:52px;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-120x120.jpg 120w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-150x150.jpg 150w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-240x240.jpg 240w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-54x54.jpg 54w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-108x108.jpg 108w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-685x683.jpg 685w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-200x200.jpg 200w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-400x400.jpg 400w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-216x216.jpg 216w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-432x432.jpg 432w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-112x112.jpg 112w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-224x224.jpg 224w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-142x142.jpg 142w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-284x284.jpg 284w\" sizes=\"auto, (max-width: 120px) 100vw, 120px\" \/><\/figure>\n\n\n<div class=\"wp-block-group has-sm-font-size is-vertical is-content-justification-center is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\"><h6 class=\"has-text-align-center has-link-color wp-elements-c7558c1c9e2b60b85b89e09ed14c4c61 wp-block-post-title has-text-color has-violet-500-color has-sm-font-size\">Stefanie le Roux<\/h6><\/div>\n<\/div>\n\n<\/li><\/ul><\/div>\n\n\n\n<div class=\"wp-block-group blog-template-meta-row is-layout-flex wp-container-core-group-is-layout-8 wp-block-group-is-layout-flex\">\n<p class=\"has-text-align-center has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-10-22T12:16:38+00:00\">Oct 22, 2025<\/time><\/div>\n\n\n<p class=\"has-text-align-center has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">Updated<\/p>\n\n\n<div class=\"wp-block-post-date__modified-date wp-block-post-date has-sm-font-size\"><time datetime=\"2025-12-08T05:11:48+00:00\">Dec 8, 2025<\/time><\/div>\n\n<p class=\"has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\"><\/p><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image aligncenter size-full is-resized blog-template-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1920\" height=\"1080\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/10\/attachment-of-earnings-order-consultation.webp\" alt=\"Professional woman reviews documents beside laptop in bright office.\" class=\"wp-image-44304\" style=\"aspect-ratio:16\/9;object-fit:cover;width:864px\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/10\/attachment-of-earnings-order-consultation.webp 1920w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/10\/attachment-of-earnings-order-consultation-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/10\/attachment-of-earnings-order-consultation-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/10\/attachment-of-earnings-order-consultation-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/10\/attachment-of-earnings-order-consultation-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/10\/attachment-of-earnings-order-consultation-440x248.webp 440w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\" \/><\/figure>\n<\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:30%\">\n<div class=\"wp-block-group sticky-side-panel is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-13 wp-block-group-is-layout-flex wp-container-2 is-position-sticky\">\n<p class=\"has-lg-font-size\" style=\"border-bottom-color:var(--wp--preset--color--neutral-200);border-bottom-width:0.1rem;padding-top:var(--wp--preset--spacing--4);padding-bottom:var(--wp--preset--spacing--4)\"><strong>Contents<\/strong><\/p>\n\n\n\n<div class=\"content-single-table-content\"><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-container-core-column-is-layout-2 wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--4)\">\n<p class=\"has-paragraph-2-m-font-size\">For many employers, receiving their first AEO can spark concern. The legal terminology, strict timescales and calculation requirements might seem daunting, but they&#8217;re actually part of a well-established system designed to help people repay debts while protecting their basic living standards.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This guide offers clarity around the entire process, from that initial moment when the envelope arrives through to <a href=\"https:\/\/employmenthero.com\/uk\/resources\/hr-compliance-essential-guide\/\">ongoing compliance<\/a> and employee support. Whether you&#8217;re an HR professional or this is your first encounter with attachment orders, you&#8217;ll find practical, step-by-step guidance to handle these situations.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is an Attachment of Earnings Order?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">An Attachment of Earnings Order (AEO) is essentially the court system&#8217;s way of ensuring debts get repaid when other collection methods haven&#8217;t worked. It\u2019s worth keeping in mind that this works differently across the UK, for example Scotland has Earnings Arrestments (EA). It\u2019s a structured, legally enforceable payment plan that operates through the <a href=\"https:\/\/employmenthero.com\/uk\/products\/payroll-software\/\">payroll system<\/a> rather than relying on individuals to make voluntary payments.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">These orders apply specifically to employees who receive regular wages or salaries. They&#8217;re not applicable to contractors, freelancers or self-employed individuals, whose irregular income streams make them unsuitable for this type of systematic deduction.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">AEOs can cover a surprisingly wide range of debts. Criminal fines from magistrates&#8217; courts, child maintenance arrears and civil debts like county court judgments all fall within scope. Each type carries different priority levels and calculation methods, which becomes particularly relevant when multiple orders are in play.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The system includes built-in protections to prevent people from being left unable to meet basic living costs. Courts set protected earnings rates that establish minimum income levels, ensuring that debt recovery doesn&#8217;t push employees into genuine hardship. It&#8217;s a balanced approach that recognises both the legitimate need to recover debts and the human reality of keeping food on the table.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What to do when you receive an AEO<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Your first task is confirming that the named employee actually works for your business. It might seem obvious, but names can be similar, National Insurance numbers can be transcribed incorrectly and people do move jobs. Check the employee&#8217;s full details against your payroll records to ensure you&#8217;re dealing with the right person.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Once you&#8217;ve confirmed the employee&#8217;s identity, scrutinise every detail on the AEO. Look at the debt type, creditor information and specific deduction instructions. Pay particular attention to whether this is classified as a priority or non-priority debt, as this significantly affects how calculations work and what takes precedence over other potential orders.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><a href=\"https:\/\/employmenthero.com\/uk\/products\/free-payroll-software\/\">Your payroll system<\/a> will need updating to accommodate the new deduction. Most modern systems can handle these requirements, but you might need to create specific deduction codes or categories to maintain proper records and ensure the amounts appear correctly on payslips. If you\u2019re looking for a payroll system that can handle these nuanced requirements, you can speak to our payroll experts to get started.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/request-a-demo\/\">Book a demo<\/a><\/div>\n<\/div>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Don&#8217;t forget the paperwork. Courts require responses, typically within eight days, confirming receipt and providing essential information about the employee&#8217;s earnings and employment status.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">AEO action checklist: First eight days:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark has-paragraph-2-m-font-size\">\n<li style=\"padding-bottom:var(--wp--preset--spacing--1-5)\">Verify employee identity and employment status<\/li>\n\n\n\n<li style=\"padding-bottom:var(--wp--preset--spacing--1-5)\">Check all order details (NI number, name, debt type)<\/li>\n\n\n\n<li style=\"padding-bottom:var(--wp--preset--spacing--1-5)\">Update payroll system for next pay period<\/li>\n\n\n\n<li style=\"padding-bottom:var(--wp--preset--spacing--1-5)\">Employees to complete Form N56 with accurate earnings information<\/li>\n\n\n\n<li style=\"padding-bottom:var(--wp--preset--spacing--1-5)\">Send response to specified address within deadline<\/li>\n\n\n\n<li style=\"padding-bottom:var(--wp--preset--spacing--1-5)\">Set up record-keeping system for ongoing compliance<\/li>\n\n\n\n<li style=\"padding-bottom:var(--wp--preset--spacing--1-5)\">Brief relevant staff on confidentiality requirements<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Required forms and timelines<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The employee has eight days to return the N56 form and this deadline includes weekends and bank holidays, so prompt action is essential. This is not a guideline or suggestion, but a strict legal requirement that the court monitors closely.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Form N56 (Statement of Earnings) is issued to the employee alongside most AEOs and must be completed by the employee, not the employer. The employee is required to provide detailed information about their gross weekly or monthly earnings, any existing attachment orders, and other relevant deductions that could affect the calculation.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Accuracy is critical, as incorrect or incomplete information from the employee can lead to incorrect deductions and potential compliance issues.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If your employee has variable hours or fluctuating pay, use the most recent representative information available. Don&#8217;t try to predict future earnings or average out seasonal variations unless specifically instructed to do so by the order.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Submit the completed form to the address specified on the AEO, this might be the court, local authority or designated collection agency. Keep comprehensive records of what you send and when, as this documentation becomes crucial if questions arise later about your compliance.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How to calculate and apply deductions<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">AEO calculations follow government-published tables that balance debt recovery with employee welfare. They&#8217;re carefully calibrated to ensure people can maintain basic living standards while making reasonable progress on debt repayment.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The deduction tables, updated annually on Gov.UK, specify maximum amounts based on net weekly or monthly earnings after tax, National Insurance and pension contributions. The system recognises that someone earning \u00a3300 per week has very different financial capacity compared to someone earning \u00a33,000 per week.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Protected earnings rates sit at the heart of the calculation system. These represent the minimum amount employees must retain to cover essential living costs like rent, food and utilities. No matter how large the debt or how many orders exist, deductions cannot reduce take-home pay below this protected level.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Priority orders get preferential treatment in both calculation methods and payment hierarchy. Maintenance payments and council tax typically allow higher deduction rates than civil debts, reflecting their importance in the broader social framework. When multiple orders compete for limited available earnings, priority debts get first claim on anything above the protected rate.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For employees with irregular earnings, you can calculate deductions based on each individual pay period rather than attempting to average across multiple periods. This approach ensures the protected earnings principle operates correctly even when income fluctuates significantly.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Example calculation of a AEO deduction<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Let&#8217;s work through a practical example. Consider an employee earning \u00a32,000 gross per month, with deductions for tax, National Insurance and pension contributions totalling \u00a3400, leaving net monthly pay of \u00a31,600.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Current deduction tables show that someone with net monthly earnings of \u00a31,600 has a protected earnings rate of approximately \u00a31,070. This means the maximum possible monthly deduction would be \u00a3530, though the actual amount depends on the specific debt type and table rates.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For non-priority debts, the deduction might be considerably lower than this maximum. Priority debts like maintenance or council tax could utilise more of the available amount, but still within the protected earnings framework.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Multiple AEOs add complexity but follow logical rules. Priority orders get calculated and applied first, using whatever portion of the available amount above protected earnings they require. Non-priority orders then share any remaining capacity, with some potentially receiving reduced payments or no payments in periods where insufficient funds are available.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The Gov.UK guidance provides detailed calculation examples and current deduction tables that payroll teams should bookmark for regular reference. If you\u2019re still feeling unsure about how to calculate AEO for your employees, reach out to our team of HR and Payroll advisors for more tailored advice.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-3 wp-block-buttons-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--2-5)\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/request-a-demo\/\">Learn more<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" style=\"padding-top:var(--wp--preset--spacing--6)\">Employer responsibilities under an AEO<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">AEOs create ongoing legal obligations. These responsibilities require consistent attention and proper administration throughout the order&#8217;s duration. You\u2019ll be expected to deduct the correct amount from each pay period and send payments to the designated recipient within specified timeframes. Most AEOs operate on monthly payment cycles regardless of your normal payroll frequency, though some may have different arrangements clearly stated in the order documentation.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Transparency with employees is legally required. Each deduction must be clearly shown on the payslip, typically as a separate line item that identifies both the amount and the nature of the deduction. Employees have the right to understand how their pay is being affected, and this visibility helps them track progress on debt repayment.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Record-keeping becomes crucial for AEO compliance. Maintain comprehensive documentation of all deductions made, payments sent and correspondence related to the order. These records prove invaluable if questions arise about handling or if courts request additional information during reviews or audits.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Communication with the issuing authority is required whenever circumstances change. Employee departures, extended unpaid leave or significant changes in earnings that affect deduction calculations must be reported promptly to ensure the system continues operating correctly.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Managing multiple orders requires careful attention to priority rules and calculation hierarchies. The total of all AEO deductions cannot breach the protected earnings threshold, regardless of how many orders are in effect simultaneously.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Penalties for employer non-compliance<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The consequences of AEO non-compliance can be more serious than many employers realise. Courts don&#8217;t take a casual approach to these legal obligations, and penalties reflect the importance of the system in helping people resolve debt issues.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers who fail to make required deductions or send payments as specified may become directly liable for the amounts that should have been deducted. This means the employer becomes responsible for paying the employee&#8217;s debt, transforming an administrative duty into a direct financial obligation.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Financial penalties can be imposed for various compliance failures, from missed deadlines to incorrect calculations. These fines operate separately from any liability for missed payments and can accumulate over time if problems aren&#8217;t addressed promptly.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Contempt of court charges represent the most serious consequence, typically reserved for deliberate non-compliance or repeated failures to meet obligations despite warnings. These charges carry significant penalties and can seriously damage business relationships with courts and other public authorities.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The reputational impact extends beyond immediate penalties. Poor compliance history with HM Courts &amp; Tribunals Service, local authorities or other issuing bodies can affect future dealings and may result in increased scrutiny of your business\u2019s handling of legal obligations.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Regular process audits and comprehensive documentation provide the best protection against penalties, demonstrating good faith efforts to comply with orders even when minor errors occur.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Common AEO compliance mistakes to avoid<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Business owners always have a multitude of things on their minds at any given time, but ensuring you abide by AEO compliance is essential. Here is a list of common AEO compliance mistakes you\u2019ll definitely want to avoid:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Missing the 8-day response deadline to debtors<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Calculating deductions on gross rather than net earnings<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Failing to apply priority order hierarchies correctly<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Not updating deduction amounts when pay changes<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Sending payments to wrong addresses or accounts<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Inadequate record-keeping of deductions and payments<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Not informing employees clearly about deductions<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Continuing deductions after order expires or employee leaves<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Discussing AEOs inappropriately with other staff<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">How to support employees under an AEO<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Supporting employees dealing with AEOs requires balancing genuine helpfulness with appropriate professional boundaries. Approach conversations with sensitivity and discretion. AEOs can be sources of considerable stress and embarrassment, so conduct discussions privately and avoid any mention of the matter in front of colleagues.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Provide clear, practical information about the process. Explain when deductions will start, how they&#8217;ll appear on payslips and what employees can expect throughout the duration of the order.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">You can also help employees find professional debt advice services. Some organisations offer free, confidential guidance and can provide expertise that employers can\u2019t. Present these resources as helpful tools rather than suggesting the employee needs immediate intervention.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Offer to verify calculations or help employees understand payslip information. While you can&#8217;t advise on the debt itself, you can explain the employment-related aspects of how deductions are calculated and applied. This transparency helps people feel more in control of their situation.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">One of the most important steps is to ensure fair treatment remains constant. AEOs are confidential matters that should never influence performance reviews, promotion decisions or other employment-related opportunities. Financial difficulties don&#8217;t reflect work performance, and maintaining this separation is both legally and fundamentally important.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Consider whether existing employee support services might be relevant. If you offer employee assistance programmes or other <a href=\"https:\/\/employmenthero.com\/uk\/blog\/employee-financial-wellbeing\/\">wellbeing resources<\/a>, these could provide valuable support, though any suggestions should be made tactfully and without pressure.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How can 91±¬ΑΟ help<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Attachment of Earnings Orders can seem complex at first, but the right tools can help them become a manageable part of payroll administration. Prioritising accuracy, transparency, and confidentiality helps both your business and your employees navigate these orders smoothly.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If you\u2019re ever unsure about calculations, deadlines, or the right way to handle multiple orders, our payroll and <a href=\"https:\/\/employmenthero.com\/uk\/services\/hr-advisory\/\">HR Advisory teams<\/a> are here to provide guidance tailored to your business.<\/p>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--3);padding-bottom:var(--wp--preset--spacing--12)\">\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-4 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/request-a-demo\/\">Get in touch<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-faq eh-faq eh-faq__bg-light\"><div class=\"eh-faq__container\"><div class=\"eh-faq__header\"><h2 class=\"eh-faq__title\">FAQs about Attachment of Earnings Order<\/h2><p class=\"eh-faq__subtitle\"><\/p><\/div><div class=\"eh-faq__content\">\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759130458721\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759130458721\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What should an employer do when they receive an Attachment of Earnings Order?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Treat it as an urgent priority requiring immediate action. Verify the employee works for you and check all order details carefully. Update your payroll system to begin deductions from the next available pay period. Complete and return required documentation (typically Form N56) within the eight-day deadline. Establish proper record-keeping systems and ensure ongoing compliance with payment schedules.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759130458732\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759130458732\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can we charge the employee an admin fee for processing an AEO?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes. Employers are permitted to deduct an administration fee of up to \u00a31 per deduction. This is allowed under UK legislation and is intended to help offset the administrative burden of processing the AEO. However, the \u00a31 fee must be taken only when a deduction is actually made and it must not reduce the employee\u2019s pay below their protected earnings level. The fee cannot be higher than \u00a31 under current regulations.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759130586534\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759130586534\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What happens to an AEO if the employee leaves the company?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Notify the court or collection agency immediately, providing the leaving date and new employer details if known. Process any final pro-rata deductions for their last pay period correctly. The AEO will typically transfer to their new employer if employment continues, or the collection process reverts to other methods if they become unemployed or self-employed.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759989532786\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759989532786\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Do we notify the employee each time we deduct?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes, every deduction must appear clearly on the employee&#8217;s payslip as a separate line item. This transparency serves multiple purposes: it keeps employees informed about their debt repayment progress, ensures they understand how their pay is affected and provides a clear audit trail for compliance purposes. The notification requirement is both a legal obligation and good employment practice.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1761134642708\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1761134642708\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can we refuse an AEO if the employee is struggling financially?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>No, employers cannot refuse valid AEOs based on employee financial circumstances. These are court orders that create binding legal obligations. The protected earnings system already accounts for basic living costs, ensuring employees retain sufficient income for essential expenses. If employees believe the deductions are causing genuine hardship, they should seek professional debt advice about options for varying the order through proper legal channels.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1761134658361\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1761134658361\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What happens if we get multiple AEOs at once?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Apply them according to legal priority hierarchies, with priority orders (maintenance, council tax) calculated and deducted first. Non-priority orders (civil debts) then share any remaining available earnings above the protected threshold. The total of all deductions cannot reduce take-home pay below protected levels, which means lower-priority orders might receive reduced payments or nothing in periods where insufficient capacity exists. Proper calculation becomes more complex but follows logical rules that protect employee welfare while maximising debt recovery.<\/p>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div>\n<script type=\"application\/ld+json\">{\n    \"@context\": \"https:\/\/schema.org\/\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What should an employer do when they receive an Attachment of Earnings Order?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Treat it as an urgent priority requiring immediate action. Verify the employee works for you and check all order details carefully. Update your payroll system to begin deductions from the next available pay period. Complete and return required documentation (typically Form N56) within the eight-day deadline. Establish proper record-keeping systems and ensure ongoing compliance with payment schedules.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Can we charge the employee an admin fee for processing an AEO?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Yes. Employers are permitted to deduct an administration fee of up to \\u00a31 per deduction. This is allowed under UK legislation and is intended to help offset the administrative burden of processing the AEO. However, the \\u00a31 fee must be taken only when a deduction is actually made and it must not reduce the employee\\u2019s pay below their protected earnings level. The fee cannot be higher than \\u00a31 under current regulations.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What happens to an AEO if the employee leaves the company?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Notify the court or collection agency immediately, providing the leaving date and new employer details if known. Process any final pro-rata deductions for their last pay period correctly. The AEO will typically transfer to their new employer if employment continues, or the collection process reverts to other methods if they become unemployed or self-employed.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Do we notify the employee each time we deduct?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Yes, every deduction must appear clearly on the employee's payslip as a separate line item. This transparency serves multiple purposes: it keeps employees informed about their debt repayment progress, ensures they understand how their pay is affected and provides a clear audit trail for compliance purposes. The notification requirement is both a legal obligation and good employment practice.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Can we refuse an AEO if the employee is struggling financially?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>No, employers cannot refuse valid AEOs based on employee financial circumstances. These are court orders that create binding legal obligations. The protected earnings system already accounts for basic living costs, ensuring employees retain sufficient income for essential expenses. If employees believe the deductions are causing genuine hardship, they should seek professional debt advice about options for varying the order through proper legal channels.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What happens if we get multiple AEOs at once?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Apply them according to legal priority hierarchies, with priority orders (maintenance, council tax) calculated and deducted first. Non-priority orders (civil debts) then share any remaining available earnings above the protected threshold. The total of all deductions cannot reduce take-home pay below protected levels, which means lower-priority orders might receive reduced payments or nothing in periods where insufficient capacity exists. Proper calculation becomes more complex but follows logical rules that protect employee welfare while maximising debt recovery.<\/p>\"\n            }\n        }\n    ]\n}<\/script>\n\n\n<style>\r\n.content-wrapper p, .content-wrapper li{\r\nfont-size: 1.125rem;\r\n}\r\n\r\n.eh-faq__container {flex-direction:column!important;}\r\n@media screen and (min-width: 1441px) {\r\n    .eh-faq__content {\r\n       max-width: 904px!important;\r\n        min-width: 715px!important;\r\n    }\r\n}\r\n.eh-faq {padding:0px 0px 24px 0px!important;}\r\n\r\n.custom-table thead {\r\n  border: none; \/* remove border applied to the whole thead *\/\r\n}\r\n\r\n.custom-table thead th {\r\n  border: 1px solid #000 !important; \/* single border on all sides *\/\r\n  background-color: #7623d7 !important;\r\n  color: #ffffff !important;\r\n  text-align: left;\r\n  padding: 10px;\r\n}\r\n\r\n\r\n<\/style>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull is-style-default has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/?topic%5B0%5D%5B0%5D=Product\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-2 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-42600 resources type-resources status-publish has-post-thumbnail hentry resource-type-checklists\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/notice-of-employment-termination\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1920\" height=\"1080\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Notice-of-Termination-of-Employment-in-the-UK.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Notice of termination of employment UK\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Notice-of-Termination-of-Employment-in-the-UK.webp 1920w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Notice-of-Termination-of-Employment-in-the-UK-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Notice-of-Termination-of-Employment-in-the-UK-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Notice-of-Termination-of-Employment-in-the-UK-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Notice-of-Termination-of-Employment-in-the-UK-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Notice-of-Termination-of-Employment-in-the-UK-440x248.webp 440w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/checklists\/\" rel=\"tag\">Checklists<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/notice-of-employment-termination\/\" target=\"_self\" >Notice of termination of employment UK<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">Need to issue or respond to a notice of termination of employment? Use our employer-focused checklist covering notice periods, resignation&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/notice-of-employment-termination\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Notice of termination of employment UK<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/notice-of-employment-termination\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-42584 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/dependency-leave-guide\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Time-Off-For-Dependants-Policy-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Time off for dependants: A guide to dependency leave\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Time-Off-For-Dependants-Policy-1.webp 1728w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Time-Off-For-Dependants-Policy-1-300x176.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Time-Off-For-Dependants-Policy-1-1024x601.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Time-Off-For-Dependants-Policy-1-768x451.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Time-Off-For-Dependants-Policy-1-1536x901.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Time-Off-For-Dependants-Policy-1-864x508.webp 864w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Time-Off-For-Dependants-Policy-1-440x258.webp 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/dependency-leave-guide\/\" target=\"_self\" >Time off for dependants: A guide to dependency leave<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-4\"><p class=\"wp-block-post-excerpt__excerpt\">Dependency leave gives employees time off to care for dependants during emergencies. Learn more about your employer responsibilities in this&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/dependency-leave-guide\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Time off for dependants: A guide to dependency leave<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/dependency-leave-guide\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-42542 resources type-resources status-publish has-post-thumbnail hentry resource-type-webinar topic-educational-lecture search-tags-ondemand-webinar\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-25 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-law-update-oct-2025\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1280\" height=\"720\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Landingpage_header_UK_Webinar-2409-Employment-Law-4-1.png\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Back to Business: UK Employment Law Updates for Autumn\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Landingpage_header_UK_Webinar-2409-Employment-Law-4-1.png 1280w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Landingpage_header_UK_Webinar-2409-Employment-Law-4-1-300x169.png 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Landingpage_header_UK_Webinar-2409-Employment-Law-4-1-1024x576.png 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Landingpage_header_UK_Webinar-2409-Employment-Law-4-1-768x432.png 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/09\/Landingpage_header_UK_Webinar-2409-Employment-Law-4-1-440x248.png 440w\" sizes=\"auto, (max-width: 1280px) 100vw, 1280px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-24 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/webinar\/\" rel=\"tag\">Webinars<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-law-update-oct-2025\/\" target=\"_self\" >Back to Business: UK Employment Law Updates for Autumn<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-6\"><p class=\"wp-block-post-excerpt__excerpt\">Stay ahead of 2025\u2019s UK employment law changes. Join 91±¬ΑΟ\u2019s expert webinar to learn what\u2019s new, what\u2019s next, and&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-law-update-oct-2025\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Back to Business: UK Employment Law Updates for Autumn<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-law-update-oct-2025\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>A clear guide for UK employers on what AEOs are, your legal responsibilities, how to process deductions &#038; avoid penalties. Includes payroll tips &#038; examples.<\/p>\n","protected":false},"author":430,"featured_media":44304,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"10 min read","display_reading_time":false,"download_content_type":"","download_file":"","download_url":"","download_cta_label":"","footnotes":""},"categories":[1],"tags":[],"resource-type":[157],"topic":[],"industry":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-44302","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","resource-type-blog"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/44302","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/users\/430"}],"replies":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/comments?post=44302"}],"version-history":[{"count":4,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/44302\/revisions"}],"predecessor-version":[{"id":46018,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/44302\/revisions\/46018"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/44304"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=44302"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/categories?post=44302"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/tags?post=44302"},{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=44302"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=44302"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=44302"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=44302"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=44302"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=44302"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=44302"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=44302"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=44302"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=44302"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=44302"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}