How to Prepare for Brexit at Work – Part 2

In part 1, we’ve looked at how businesses can prepare for Brexit by gathering data on their workforce thanks to an internal audit and also how they can identify the potential impact of Brexit in work. In the second part of our blog, we’ll continue listing other important aspects that employers need to take into account to prepare for the impact of Brexit in work. 

Potential Impact of Brexit in Work

With employees growing nervous, the impact of Brexit in work might be causing undue stress. It is important for employers to communicate with their staff and provide reassurance to those who need it. Communication to all employees can be necessary (to explain the need for an audit for example) but after identifying groups within the workforce, employers can tailor their communication as required. Line managers should also be fully briefed so they can answer queries from employees on the impact of Brexit in work.

All communications should reiterate the value of EEA workers to the organisation and confirmation that until the UK leaves the EU, there is no obligation of action. Employers should also assure their staff that all developments are monitored, and employees will be notified of important changes and updates.

For specific groups, employers can communicate any details of bespoke assistance offered or topics that specifically affect a certain group of employees who are particularly concerned about the potential impact of Brexit in work.

Review Policies and Documents

Some policies, processes and documents may need to change after Brexit to reflect the new status of EEA nationals. While it is still unclear what rules will apply to EEA national, the impact of Brexit in work may make these changes mandatory. Employers can prepare by identifying which policies and documents are dealing with right to work policies (recruitment, onboarding process…). Updates may also be required in relation to what constitutes acceptable evidence of the right to work in the UK or details on how to obtain evidence of immigration status.

Some examples of documents employers may want to review to prepare for the impact of Brexit in work include:

  • Recruitment guides
  • Employment contracts
  • Internal right to work policies
  • Staff handbooks

This will ensure that all policies, documents and processes are ready when the UK will leave the EU.

Involve HR in Strategic Considerations to Relocate

Due to the impact of Brexit in work, some business may want to either set up an additional office or relocate the whole of part of its function away from the UK. In this case, HR should be a key part of the decision-process, as businesses will need to research and advise on potential issues, including:

  • Tax regime
  • Employment legislation
  • Cost of living and wage considerations
  • Access to new talent
  • Immigration considerations
  • Cultural Fit

We’ll be keeping an eye on development around Brexit negotiations and what Brexit will mean for employers and EEA nationals – we suggest you do the same! If you need help reviewing processes, policies or documents, don’t hesitate to talk to us where will be happy to help with any questions you may have on the impact of Brexit in work.

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