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Remember Brexit? Your questions and concerns...

Steve Bridger

We’re keen to hear your questions, concerns and thoughts about the Brexit transition.

As you will all know, at the end of this year the Brexit transition period will come to an end and the introduction of new trading and immigration measures within the UK will be put into place.

While the impacts of COVID-19 will undoubtedly remain a focus, organisations need to make sure they’re prepared for the changes Brexit will bring on 1st January 2021.

This is particularly true for the impact of the new Points Based Immigration System, and the new requirements UK organisations will need to adjust to when recruiting from abroad.

To help support you through this change, we’re keen to hear your questions, concerns and thoughts about the Brexit transition.

Please comment below and we’ll work to answer your questions, and use them and your feedback to directly inform our content, resources and guidance. 

You can see our existing resources on our Brexit Hub here.
https://www.cipd.co.uk/news-views/brexit-hub

ps Also feel free to suggest other ways we may support you with the impact of Brexit over the coming weeks and months.

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  • I've oddly kind of missed talking and worrying about Brexit. Obviously it's not, but it's seemed like such a minor thing in comparison to whats gone on this year. But to answer your question Steve, my concerns are very much the same/similar as others who have already posted -
    1) At what point do we need to start politely asking (read nagging) our EU employees about whether they have applied for (or indeed intend to apply for) settled or pre-settled status and to provide us with their new proof of right to work
    2) If they don't provide this at what point do we have to be having a more serious talk with them about the fact that if don't/can't provide this then we can no longer continue their employment after X date.
  • in reply to Gemma
    Hi Gemma- if it helps you, I have shared a Company- wide comms around Brexit and I have said that HR is doing a Nationality Audit and that we will contact individuals to assist and support them through the process (I also noted the deadline dates etc). We reiterated that we employ many EEA nationals and that they are valuable part of our workforce. We acknowledged that it may be an unsettling time for them but we will support them to complete their applications. I then contacted each separately and discussed it with them. Many had already applied and others were in the process or were going to and I just said that they need to reach out. Everyone was very open to it and it really drove the close out of the gaps that we were looking for. Everyone sent me a letter confirming their status and I have placed on their files. It was a good approach and landed well with the team.
  • in reply to Bev
    Hi Bev
    Thanks for sharing this - I've printed it off to crib later - and I have also just revisited the gov.uk website and specifically the employer toolkit which has been updated since it was first launched. There's a draft letter for employers to send to employees which, whilst fairly formal, is a good starting point to reach out to those staff affected. Interestingly, the letter says "we do not require proof that you have applied..." so I guess we just have to wait until they get their settled status confirmation?
  • in reply to Nikki Baines
    Hi Nikki- yes they make it clear that the letter is not proof, and that you need to go onto the system to actually prove it, which we have asked managers to do, although we keep the copy of their confirmation letters in any event. Bear in the mind that pre- settled status expires and hence we just needed to know who has what status. As I say, the transparency and support offered landed very well and there were no challenges or concerns with my teams. (even just having a one- on- one showed them support in the process and willingness to close things out)
  • in reply to Bev
    Somewhere in the toolkit there is a line saying that employers do not need to retroactively check their employees' status, I am entirely unclear what this means for employers in checking from 1st January - it sounds as though existing employees do not need to be checked by us? Can anyone clarify?
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  • in reply to Bev
    Somewhere in the toolkit there is a line saying that employers do not need to retroactively check their employees' status, I am entirely unclear what this means for employers in checking from 1st January - it sounds as though existing employees do not need to be checked by us? Can anyone clarify?
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