As Brexit looms ever closer, there is a raft of implications for the workforce that employers in various business sectors need to consider – and act on.
While some uncertainty still surrounds the deal and date regarding the UK’s exit of the European Union, there is more certainty about some of the more far-reaching changes to the immigration rule post-Brexit.
We know that free movement will end once the UK leaves the EU, though the practical arrangements necessary to repeal the current provisions are likely to be a delayed process.
The Government has however introduced a scheme whereby EU workers already in the UK will be able to apply for “settled status”, to be able to live and work in the UK indefinitely.
Employers should also be aware that the future employment of workers from the EU is likely to be subject to restrictions in the same way as the employment of other foreign nationals.
Therefore, recruitment processes will need to be adjusted accordingly.
In particular, to ensure effective workforce planning, recruitment and retention policies will need to be reviewed.
In other Brexit implications for a company’s workforce, in particular employers need to consider:
Should you have any legal questions or concerns regarding employment implications for business post-Brexit, or any other employment law-related issues, please do not hesitate to contact this article’s author, trainee solicitor Lazuna Ullah, a member of our Employment Law team here at Milners, on 0113 245 0852 or email us at hello@milnerslaw