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

^ I should have also mentioned: In many EU countries, study course costs and membership costs can be deducted from tax liabilities (often personal tax declarations) SO LONG AS the course of study is from within the EU.

Once the UK leaves the EU, that tax advantage for a UK-issued CIPD course of study most probably will be lost :-(

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."

When it comes to financing, there is quite a difference.

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?

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 am in Switzerland and I have started my level 5. I know that Swiss companies prefer qualifications gained in their own country, but there are actually many interantional companies here that recognise and even prefer CIPD qualified persons.

Thanks for sharing your experience Michelle, and welcome to the forums.
In my experience there are two countries that are more open than others to international qualifications - Switzerland and Belgium. For obvious reasons.
Brussels is part of the heart of European institutions and has one of the most international workforces in the world. Swizerland also houses international institutions and a significant part of its economy is geared to providing professional (legal, finance, tax...) services and advice on a worldwide basis.

Hi Steve, Please could you demerge my most recent entry to a separate thread to avoid confusion? One thread is about CIPD qualifications. The other is about non-CIPD qualifications of any profession/industry. Thanks.

Done.

www2.cipd.co.uk/.../69030

It's an interesting question, but I do think there are far more important Brexit considerations than whether or not professional qualifications will still be valid elsewhere.

That said, I specifically chose to do a Master's degree rather than L7 CIPD, because I figured an MSc is always going to be recognised and transferable to other countries, whereas I knew CIPD may not be.