The end of the transition period is upon us and you might be wondering how Brexit impacts your business as an employer. There are many things to consider as an HR manager. How might Brexit affect recruitment and staff retention? What repercussions could it have on your workforce?
In this article, we will summarise the current status of the UK’s relationship with the EU. We will also look at some of the effects of Brexit on business and employment laws. Finally, we will discuss what this means for you and your business and the implications this will have on HR departments.
- Brexit Update Latest
- Brexit and Employment Law
- What Changes Might we See?
- How Brexit Impacts Business
- Brexit HR Implications
It now looks as if a post-Brexit trade deal has been agreed. The UK and European Parliament still need to vote on the deal, but it will take effect provisionally from January 1st 2021. The deal secures tariff-free trade in goods with the EU. It also covers healthcare and continued data sharing for security purposes.
Although this seems like a promising start, the Institute for Public Policy Research has published an analysis claiming that that the deal will have important implications for future UK labour protections. The IPPR believes the new process sets such a high bar for proof that UK standards could easily be watered down. Although we won’t see any major changes for a while, this could potentially have a significant impact on workers’ rights, trade unions, and employment law.
Perhaps the biggest impact on employment laws is that UK Courts will no longer be bound by the Court of Justice of the European Union (CJEU), although existing CJEU decisions must be upheld. Aside from this, though, Brexit is unlikely to have any immediate major impact on UK employment laws.
According to the European Union (Withdrawal) Act 2018, existing EU laws will be converted into UK law and referred to as “retained EU law”. These laws will remain in force unless they are changed by any subsequent domestic legislation. This includes anti-discrimination rights, TUPE regulations, family leave, and working time rights.
In the long term, the UK government has announced that it is working on a new Employment Bill. The bill is hoped to include measures to protect workers’ rights such as redundancy protections and leave for unpaid carers. This is all speculation though and there is no known timescale for the publication of the bill.
The political declaration outlining the future relationship between the EU and UK includes a commitment to work together to protect the “high standards of workers’ rights”. It also states that the future relationship must be based on open and fair competition, including provisions on employment standards.
There will eventually be changes to UK employment laws, though. Firstly, changes are likely to be made to the Working Time Regulations. These regulations protect a number of employment rights including the 48-hour-working-week and the accrual of holiday entitlement. The UK Government has previously opted out of certain elements of this Directive, so post-Brexit scrutiny is a strong possibility. Additionally, rights under the TUPE Regulations 2006 could be reduced and trade unions could encounter difficulties.
So what does all this mean for businesses across the UK? How might potential changes to UK employment laws impact your business?
Every industry will experience different challenges as they prepare for the end of the transition period. Those that trade internationally will encounter the most, but organisations from all sectors of the economy should be aware of how Brexit impacts business in general:
- Brexit is likely to result in increased costs and delays to supply chains.
- UK importers and exporters must adapt to new customs requirements.
- Brexit could potentially have an enormous impact on UK law, although it is likely that UK regulations will continue to comply with established EU standards, at least in the short term.
- Brexit will have an impact on activity across a range of core metrics including GDP growth, inflation and employment.
- It is likely to have an impact on stocks and exchange rates.
Brexit won’t just affect the economy and trade. It could also have an impact on the people in your company too, especially if any of your employees hold an EU passport. As an HR manager, you should be preparing for these changes. Start by conducting an audit of your workforce. Are any of your employees EEA nationals? Are any of them British nationals working in the EEA? If you have any EU employees you must ensure they apply for settlement in the UK before June 30th 2021 (the end of the final grace period). Workforce planning and development should be your top priority now. Adapting to Brexit should form an integral part of your HR checklist.
You also need to consider any effects Brexit might have on your recruitment and staff retention policies. If your business relies on recruiting international talent then make sure you are aware of the changing immigration laws. Any candidates from abroad will now need an official offer from a licensed sponsor (you might want to consider getting a sponsor license), speak English proficiently, and have a job of a minimum skill level of RQF 3 on the UK’s scale. Candidates must also be paid at least £25,600 or the average pay for the position.
Finally, one of the most important roles of every HR department is to support its workforce. Reassure your employees and help them with any practical matters. Develop communication channels so that employees have a platform to raise any potential concerns. And, most importantly, make sure you are fully informed of all the new rules for business and circulate the information through your teams.
Written by Cat Symonds; Edited by Carmina Davis