What is Fractional Work?

No. Whilst all three involve independent work, fractional work is distinct. Freelancers typically handle task-based work (design, writing, etc.), consultants solve specific problems on project basis, whilst fractional executives provide ongoing strategic leadership. Fractional professionals are embedded in your team, typically at C-suite level, and work regular days each week rather than ad-hoc projects. Think of fractional work as "part-time employment" at executive level, without the employment relationship.

UK fractional executive day rates typically range from £500-£2,500/day depending on experience, function, and specialism. Mid-level fractional professionals (10-15 years experience) average £800-£1,200/day, whilst senior C-suite executives command £1,600-£2,500/day. Working 3-4 days per week across 2-3 clients, fractional professionals typically earn £120,000-£400,000+ annually, often 30-50% more than equivalent full-time salaries. Technical specialists (CTO, CPO) and regulated industries (FinTech, Healthcare) command premium rates.

Most fractional professionals maintain 2-4 active clients simultaneously to balance income stability and work-life balance. A typical portfolio might include: one primary client (2-3 days/week), one secondary client (1-2 days/week), and 1-2 advisory board positions (4-8 hours/month each). This structure provides income diversification whilst preventing burnout. New fractional professionals often start with one anchor client before gradually building their portfolio. Working with more than 4 clients simultaneously often indicates you're spreading yourself too thin.

Technology and SaaS companies lead fractional adoption (78% of scale-ups), followed by professional services (65%), FinTech (62%), healthcare/life sciences (58%), and e-commerce (54%). However, fractional work is expanding rapidly across all sectors. Traditional industries like manufacturing and engineering are increasingly adopting the model (45% and growing). Any business requiring strategic expertise but unable to justify or afford full-time C-suite hires can benefit from fractional talent—from startups to established SMEs and even corporate spin-outs.

The average fractional engagement lasts 14 months, though this varies by function and company stage. CFO and CTO roles tend to be longest (18-36+ months) as they build critical infrastructure. CMO and growth roles average 12-18 months. Most engagements use rolling monthly contracts with 30-day notice periods, allowing both parties flexibility. It's common for engagements to start with a 3-6 month trial period before committing to longer terms. Some fractional relationships last years, evolving from hands-on to advisory as the company grows.

There's no formal certification required for fractional work. However, successful fractional professionals typically have: 10-15+ years of relevant experience, proven track record of strategic impact (with quantifiable results), expertise in a specific domain or industry, strong communication and relationship-building skills, and the ability to operate independently. Professional qualifications (ACCA for CFOs, CIM for CMOs, etc.) add credibility but aren't mandatory. What matters most is demonstrable expertise and the ability to deliver rapid value. Many successful fractional professionals are former C-suite executives from larger organisations.

Most genuine fractional arrangements fall outside IR35 due to their nature: working with multiple clients simultaneously (demonstrating true business operation), providing strategic advice rather than day-to-day tasks, having right of substitution (even if not exercised), using own equipment and tools, and operating under limited control. However, each engagement must be assessed individually. Working with just one client full-time would likely fall inside IR35. We recommend all fractional professionals seek professional tax advice and use CEST (HMRC's online tool) for each new engagement. Proper contracts and working practices are essential.

Interim executives are temporary full-time replacements for vacant positions (e.g., covering maternity leave or between permanent hires), typically working 5 days/week for 3-6 months. Fractional executives work part-time (1-3 days/week) on an ongoing basis, often for years. Interims focus on maintaining business continuity, whilst fractional executives provide strategic expertise the company couldn't otherwise afford. Fractional arrangements are more flexible and cost-effective for businesses that need senior expertise but not full-time capacity. Many professionals do both—interim work for short-term cash flow, fractional for sustainable portfolio careers.

Your business is ready for fractional talent if: you need strategic expertise in a specific function (finance, marketing, technology) but can't justify or afford full-time, you're experiencing growth challenges that require senior guidance, you have clear goals and can define success metrics, you're open to remote/hybrid working arrangements, and you have basic infrastructure (systems, team, processes) that the fractional executive can work with. Fractional works best for businesses with £500k-£50M revenue. Too early (pre-revenue) and you may not have enough work; too large and you probably need full-time leadership.

Absolutely. 94% of UK fractional roles are fully remote or hybrid. Most fractional executives work remotely with occasional on-site visits (typically 1 day/month or quarterly). The flexibility of remote work is one of fractional work's key benefits—professionals can serve clients across the UK whilst maintaining work-life balance, and businesses access talent without geographic constraints. However, some functions or situations may benefit from more regular in-person presence, particularly during onboarding or critical project phases. This should be agreed upfront as part of the engagement terms.

Fractional executive onboarding typically takes 2-4 weeks and includes: introduction to team, stakeholders, and company culture, access to relevant systems, tools, and documentation, comprehensive briefing on business model, challenges, and objectives, review of current state and quick-win opportunities, and establishment of communication cadence and success metrics. Because fractional executives are experienced, they require less hand-holding than full-time hires. Many begin delivering value within the first month. The key is providing enough context without overwhelming them—they're joining multiple organisations and need to ramp up efficiently.

Most fractional arrangements use monthly retainers for predictability. Common structures include: monthly retainer (e.g., £8,000/month for 2 days/week), paid on 1st of month or upon invoice, 14-30 day payment terms (though many professionals request upfront payment), quarterly billing for longer engagements, and day-rate billing for variable schedules. Payment is typically made to the professional's limited company. Contracts should clearly specify: day rate, days per week/month, notice period (typically 30 days), payment terms, and any expenses covered (travel, accommodation). Some engagements include performance bonuses or equity, though these are less common than in full-time roles.