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How will CIPD be ensuring qualifications are blanket recognised in EU post-Brexit?

Paul

Hi there,

I can't seem to find much info on this topic. I was wondering - what proactive steps are CIPD taking to ensure blanket acceptance in EU27, of qualifications issued/endorsed by CIPD post-brexit?

It is a little unnerving to think our CIPD qualifications will essentially be worth peanuts - at least as far as automatic recognition is concerned (EQF etc..) amongst all EU27.

Are there any plans for example, to tie CIPD certificate-issuing to the Irish CIPD chapter to work around this after brexit? For current holders of CIPD certs - will there be some kind of process where one can apply to the CIPD to have their certificate re-issued via Ireland CIPD?

I know quite a few colleagues in UK and abroad who are holding off pursuing further CIPD qualification / study until it is clear what value quals will continue to bring amongst EU27 professional peers, as well as for one's own international career.

If I've overlooked any CIPD articles on this topic, please could somebody send me a link?

I appreciate one can take steps oneself to apply in each EU27 country to get a personal certificate of recognition + application fees x27 EU countries. Its just a little worrying that CIPD haven't taken proactive steps to address this by now. It sends a certain signal -  and not in a good way :-(

Many thanks,

Paul

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  • Thanks for the comments everyone. So far there seems to be input about specialisms and qualification in employment law.

    However, what about that adequate slice of CIPD alumni who are not specialists in employment law and wish to continue to port their CIPD qualifications across the EU27?

    Given that both the US and the UK will essentially be a 3rd country from an EU27 standpoint, there is no longer much difference in recognition between a CIPD qualification or a US-issued ATD qualification. Each are just as non-recognized as the other. Same for an AHRI qualification etc...

    Example: I'm a manager in a multinational with substantial EU27 coverage, post- Brexit why should I choose to authorize training budget for UK-issued CIPD qualification studies for my staff, when I already know there will be obstacles in qualification recognition and portability throughout our company?

    I would have thought CIPD would at least be curious about prospective students who could "defect" to alternative qualification providers, and how that could be proactively mitigated from within and without. Or am I wrong?
  • in reply to Paul
    Hi Paul,

    I'm struggling to see how that example scenario differs to now?

    I thought Annie explained it very well;
    "As we (CIPD) work internationally, it is important for us to establish links across the world and we are recognised by individuals and employers in a number of countries. We also have a high number of non EU students who are able to use and be recognised for their CIPD qualifications in non EU countries. In terms of our qualifications in Europe, we will not be able to ensure blanket acceptance in EU27 post Brexit as we are unable to do within the EU now. At the moment, we offer comparisons to the EQF and will continue to do this post Brexit. An individual with a CIPD qualification who wishes to work in Europe is required to apply for recognition/comparability within the country concerned and also to understand individual employer requirements. Automatic recognition ties in more with licence to practice qualifications where common minimum training conditions exist and this is not relevant to our qualifications."
  • in reply to Laura Fazackarley
    When it comes to financing, there is quite a difference.
  • in reply to Paul
    What is your question relating to finance then?

    How is the loss of a tax advantage you claim, following the UK decision to leave the EU, something that can be managed by the CIPD?

    Has your question changed after being robustly challenged by peers, when pointed out that 'blanket acceptance' doesn't exist now?
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