Three things you can do now

• 

  Communicate clearly

  Ensure your employees in the UK are aware of their right to remain and apply before the deadline – and that UK nationals working in the EU are aware of the steps they need to take.

• 

  Review social security positions

  Post-Transition, EU regulations will no longer apply and instead organisations will need to consider underlying bilateral social security agreements. These agreements may not offer the same protection as the current EU regulations and may be reviewed and amended. You should:

  • – review your social security position to ensure coverage and avoid paying in two locations
  • – assist with relevant social security applications in home/host locations.
• 

  Upskill your current workforce

  In the medium term, if organisations can’t retain their workforce, especially if they have historically recruited a number of EU citizens, the amount of labour in the market could reduce. The employment market will become candidate-driven and employers will have to be offering something different to differentiate themselves in the market.

  Ensure that your workforce have the necessary skills to deal with future changes as a result of Brexit.

  • – Use your apprenticeship levy to re-train talent from different places
  • – Review your employee value proposition to ensure you are retaining the best talent
  • – Review your employer brand and recruitment strategy to ensure you are differentiating yourself in the market
  • – Review your reward and benefits approach to ensure you are attracting and retaining talent