Domestic and international changes mean organisations will need to focus their efforts and work smarter to attract, keep and develop the people with the skills they need. Take a look at the key people related topics and actions to consider ahead of the EU Transition period ending.
The UK government has committed to increase the minimum wage to over £10/hour before 2024. How would this impact your current employment practises and headcount?
Plans for a new points-based immigration system means it will become more difficult to hire workers from the EU. This will add HR complexity and cost. Are you reliant on EU labour and how would you cope without it?
The ending of Free Movement of Labour means those working in the EU post-transition may require visas.There may also be added complications around social security and health insurance from January 2021.
EU nationals currently residing in the UK, have the right to remain in the UK after its withdrawal from the EU but will have to apply for settled or pre-settled status. Have you spoken to you EU staff about applying for Settled Status?
The UK government has committed to introducing new employment rights such as workers having the right to request more permanent and predictable contracts after 26 weeks service. Are you tracking any potential changes that might be brought forward?
To keep and attract the staff you need to think about what incentives can you offer or changes you can make to ensure your offer is as attractive as it can be.
Upskill your employees so you can deal with future changes or shortages.
Consider the impact of new immigration regimes on recruitment and overseas work/travel.
Support EU nationals in their applications for Settlement Status.
Talk to them about potential challenges and opportunities and any changes you expect to make.
As always, the SEMLEP’s Growth Hub team are on hand to answer your questions. Get in touch today to book a fully funded one-to-one meeting with a business adviser.