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

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?

I too have to admit to some confusion regarding exactly what you might expect to be done here, Paul?

You suggest that replies given so far have focused upon employment law, but all HR practice must be compliant with (local) employment (and related) law. Policies and procedures are derived from and within (local) law, and while generalities such as HR practice being aimed at fairness, safety and equalities of treatment when securing human productive effort might be considered universal, applying these generalities too must recognise the constraints of legislation and differing social values internationally; which are most certainly not so universal! The proposition that any HR practitioner can be totally ignorant or dismissive of relevant employment law, in any location or any aspect of practice, is therefore unsustainable. Hence, as in Ray's clear and comprehensive examples, our needing to recognise that no CIPD (or other) certification can be instantly and unquestionably transferable or indeed, by that same token, recognised as having similar value within local financial legislation regarding taxation etc.

Just as now, the transferability of CIPD certifications will continue to depend on the practitioner identifying how and where these are relevant to the role(s) they are seeking to fill, be that nationally or indeed within the UK; because anyone who claims to know everything about HR as a profession based on their Certifications or qualifications alone, or hopes to convince an employer into believing this to be so, in any language or national legislative framework , is fooling themselves!

I too have to admit to some confusion regarding exactly what you might expect to be done here, Paul?

You suggest that replies given so far have focused upon employment law, but all HR practice must be compliant with (local) employment (and related) law. Policies and procedures are derived from and within (local) law, and while generalities such as HR practice being aimed at fairness, safety and equalities of treatment when securing human productive effort might be considered universal, applying these generalities too must recognise the constraints of legislation and differing social values internationally; which are most certainly not so universal! The proposition that any HR practitioner can be totally ignorant or dismissive of relevant employment law, in any location or any aspect of practice, is therefore unsustainable. Hence, as in Ray's clear and comprehensive examples, our needing to recognise that no CIPD (or other) certification can be instantly and unquestionably transferable or indeed, by that same token, recognised as having similar value within local financial legislation regarding taxation etc.

Just as now, the transferability of CIPD certifications will continue to depend on the practitioner identifying how and where these are relevant to the role(s) they are seeking to fill, be that nationally or indeed within the UK; because anyone who claims to know everything about HR as a profession based on their Certifications or qualifications alone, or hopes to convince an employer into believing this to be so, in any language or national legislative framework , is fooling themselves!