Brexit – Reassuring and retaining your current EU employees

May 29, 2018

It is vital to consult your EU workforce to reassure and support them through Brexit.  Now is the time to take the initiative with some positive steps.

After two years of Brexit uncertainty there is a clearer picture forming for your EU workforce. The withdrawal agreement is yet to be finalised, however over the last few months a number of key areas have been agreed in principal.

What we know:

  • Free movement will continue for your EU workforce until the end of the transitional period 31 December 2020.
  • Your EU workforce will need to apply for residence documentation from 1 January 2021.
  • Your current EU workforce are on a pathway to permanent residence/settled status.

 

It is vital to consult your EU workforce to reassure and support them through Brexit. Now is the time to take the initiative with some positive steps.

How can we help?

Our immigration and employment lawyers have developed the following HR Brexit packages:

Workforce Presentations – we can provide tailored seminar sessions to your workforce, explaining what is happening and options available with specific case study examples.

Brexit Surgeries – one to one drop in sessions for your EU employees to discuss concerns with an immigration lawyer.

Submitting Applications – we can assist with submitting residence and settlement applications to the Home Office on behalf of your EU workers.

HR Brexit Strategy – assist HR professionals put in place a plan of action.

Brexit Strategy

We recommend following our 5 step approach:

Review – audit current workforce data to find out details of your EU workforce – how long have they been in the UK, dependents, dual nationality etc.

Reassure – presentations, Brexit surgeries and staff involvement.

Regularise – assist current workforce apply for Permanent Residence / British passport now.  Have a policy to assist with the new ‘settled status’ and ‘temporary residence permit’ routes once rolled out later this year.

Research – future staffing needs and alternative talent pools (students, non-EU etc.) that could plug any skills gaps that Brexit could create.

Recruit – if required begin to recruit new staff now so they are trained up when Brexit occurs.

 

If you wish to discuss further please contact Stephen Hall or Jonathan Bruck.

Key Contacts