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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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  • Hi Steve, I attended a great webinar from one of the big law firms on the EU Settlement Scheme and it was useful to hear their recommendations on what employers need to do to check the compliance of their people and also their recommendations on communication. Very practical.

    I run a networking group and the things coming up as regular discussion points and questions are around:
    *employees currently working from home in the EU and the implications that has on tax status, Covid guidelines, insurance (health, travel, work, liability) requirements and the employment contract, for example one asked if they could insist the employee comes back and what happens when they say that can't or won't.
    * travel for work and requirements for that including what individuals and companies need to be aware of
    * working remotely and the impacts this will have - do we need to check that work is being done from the UK?

    I imagine as the real impacts of the Brexit deal are felt and come rippling through the businesses we work in there will be many more practical, business and strategic considerations to be discussed. We've probably only scratched the surface.
  • in reply to Sharon
    Some key points raised there - as far as the person who refuses to return is concerned, unless there are acceptable business reasons for maintaining the person in another country (with all the added costs arising from local payroll and employer obligations), I suspect dismissal will be the likely sad solution - after all, for as long as the person is working remotely abroad, the company is exposed to risks and liabilities that it cannot realistically manage.......
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  • in reply to Sharon
    Some key points raised there - as far as the person who refuses to return is concerned, unless there are acceptable business reasons for maintaining the person in another country (with all the added costs arising from local payroll and employer obligations), I suspect dismissal will be the likely sad solution - after all, for as long as the person is working remotely abroad, the company is exposed to risks and liabilities that it cannot realistically manage.......
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  • in reply to Ray
    Thanks Ray. I appreciate that. When this question was posted on my networking group I sadly thought the same thing. My advice would be to speak to the employee and then to the lawyers as it could get sticky. I did wonder if trust had broken down before this point but in some cases it just becomes untenable and the individual employee would probably be better finding a local job if they can't return to the UK.
  • in reply to Sharon
    We have a problem with someone with a previous criminal conviction who cannot get settled status and will therefore have to leave work on or before 30 June 2021. We are not aware of whether he can appeal.