With our news feeds being filled once again with the results of Brexit, employers continue to face uncertainty about the long-term affects that the Brexit vote is going to have on UK employment laws. It’s becoming more important than ever for employers to start thinking ahead and preparing themselves for UK’s departure from the EU.
So what steps do employers need to take?
The first step that employers need to take, or should have already taken, is to communicate with their workforce. Although the implications of Brexit are still, to an extent, uncertain, it’s crucial that employee communications take place to reassure workers that the organisation is taking any concerns about Brexit seriously. A communication strategy should be put in place to provide workers with updates on Brexit as and when they occur. All line managers should also be equipped with the necessary information do deal with staff questions and concerns.
Assessing and supporting EEA staff
Employers should also take this time to assess their staff composition and recruitment needs. They should look at the number of European Economic Area (EEA) staff in the UK and their roles. Employers need to think about the need for these roles of the coming years and how they will be filled if mobility rules are changed for EEA workers. In some cases, EEA staff may feel vulnerable following the Brexit vote. Employers should provide a range of support measures to these employees, possibly through offering specialist immigration advice and support as a retention measure.
Unfortunately, the Brexit results have resulted in a rise in hate crime reports. Employers should stay alert for reports of these in the workplace and promptly address any incidents that may occur. Employers may also wish to take this time to remind employees of their workplace discrimination and harassment policies.
Don’t make hasty recruitment decisions
Employers must not consider a job applicant’s EEA nationality during any recruitment and hiring process. If an employer unfavourably treats a job candidate because of his or her EEA nationality, this action could be considered discriminatory. Current employees should also not be treated unfavourably due to their EEA nationality in any circumstances, for example when considering contract renewals, promotions or assignments.
For more information, visit http://79.170.40.162/enlightenhr.com or contact Alison Benney:
alison@enlightenhr.com
Tel: 01803 469466
Mobile: 07967221595
