However fatigued you may be about Brexit, there are a few key points that should be on the radar of every board member. We will keep it brief, but here they are:
Free movement: If your business employs EU workers, those who were living in the UK on 12th April 2019 will be able to continue working here. Those who were not UK residents on that date will have to navigate the new European Temporary Leave to Remain procedures and a skills-based immigration system. This change is likely to affect your current operations and future resourcing plans.
Right-to-work: From January 2021 new right-to-work guidance is set to be introduced, covering such matters as making sure dates of birth are correct across all documents and that right to work dates have not expired. In the meantime, employers should look out for updates from the government on right-to-work checks and how these will apply to EU nationals working in the UK after Brexit.
Post Brexit employment law: Much of the UK’s employment law is based on European law and even after Brexit, many EU laws will transfer directly into UK law (not least because the UK had a role in drafting them in the first place), particularly employment laws. Workers’ rights will be protected in the same way that they were immediately before Brexit.
European Works Councils (EWCs): If your organisation has an EWC representing employees and that EWC is based in the UK, it may need to be relocated to an EU country. If you have not taken steps to do this, seek advice now.