Coronavirus support: Advice and guidance for businesses COVID-19 Support


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.

Things to think about

    • Rising labour costs – 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?


    • Reduced access to EU workers – 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?


    • Working overseas may become more difficult – 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.


    • Ensuring EU nationals know their rights – 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?


    • Increased domestic regulation – 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?


Steps to take now

    • Make yourself the most attractive place to work. To keep and attract the staff you need think about what incentives can you offer or changes you can make to ensure your offer is as attractive as it can be.


    • Utilise available funding to upskill your employees so you can deal with future changes or shortages.


    • Plan for HR changes – consider impact of new immigration regimes on recruitment and overseas work/travel.


    • Support EU nationals in their applications for Settlement Status.


    • Communicate clearly with employees – talk to them about potential challenges and opportunities and any changes you expect to make.



  • Recognition of professional qualifications with No Deal – [Link]
  • Guidance on the Apprenticeship Levy – [Link]
  • Details on Settled Status applications – [Link]
  • Details on working/living in Europe – [Link]
  • New UK immigration system – [Link]


Need advice?

Contact us here to get in touch.