Teresa May has said that in her view “Brexit is Brexit,” but what that will look like, and when it will happen, is far from clear!
This presents HR with unique challenges: helping employees deal with uncertainty today, and equipping the company to plan for the future.
Whatever the outcome of the negotiations, it seems that employment lawyers and HR experts agree on the three things HR should be doing right now:
1. Put in place regular communications, and be prepared to help valued staff gain appropriate residency.
EU nationals working in the UK, and UK nationals working in the EU are understandably nervous. Doing what you can to reassure and support them makes sound business sense. In the UK, the Home Office provides advice and is reported to be testing a fast track online system to handle an expected surge in permanent residency applications.
2. Audit your current workforce, and identify where your talent may come from in the future.
Assume that hiring talent from overseas will become more difficult and more expensive: not just because of Brexit, but because of the government’s on-going changes to visa requirements, and their stated intent get immigration under control.
3. Sort out your HRIS systems.
Having a central source of information about the makeup of your workforce, including their skills and qualifications, nationality, right-to-work, visa requirements, etc. will make it simpler for you to make informed decisions about resourcing and training, and help you stay compliant with Home Office requirements.
Sue Lingard
Sue studied Personnel Management at the London School of Economics before taking on management roles in the travel, recruitment and finally HR software industry. She's particularly interested in how technologies enable HR teams - and the people they support - to work better together.
