One of the main objectives of the campaign to leave the EU was to have tighter regulations and restrictions on immigration into the UK. If such rules come into place it could see thousands of migrant workers having to return to their respective native countries, leaving the UK businesses that employ them with a number of problems.
Here we examine some of the potential issues that could arise and how they might affect your business.
A Skills Gap
There are over two million EU immigrants currently working in the UK, and simply put, if a large percentage of them have to leave, there will be a huge skills gap left in the workforces of many UK businesses.
Additional HR Issues
It’s likely that there will be a number of EU workers who want to challenge this ruling as well, particularly if they have lived or worked in the UK for a long period. This could subsequently see businesses facing more and more HR issues in managing these complaints, or even facing legal proceedings from immigration lawyers and human rights lawyers.
New Employment Laws
By leaving the EU, the UK will also need to create its own employment laws. This may see changes to everything from how much holiday and maternity and paternity leave your staff could be entitled to. Also, there’s nothing to stop the UK changing some of the additional rights that workers have that are currently determined by the EU.
It’s also a possibility that you will be fighting it out with other businesses to attract the best new employees as the recruitment pool becomes smaller. It may also make the top talent more expensive. Conversely, it might also see an increase in pay for the lower end of the workforce. A positive argument here is that it will mean more opportunities for UK workers.
Investment in Apprenticeships
There may also be a necessity for businesses to offer more apprenticeships to fill the skills gap. However, this would mean additional costs for both the Government and the affected sectors for the schemes and the training provisions needed to facilitate this. What’s more, there’s no guarantee of an uptake in interest in the apprenticeships you might offer.
As we have yet to reach both a Brexit deal with the EU, nor will we have officially left until March 2019, the reality of what will happen remains to be seen. The hope for both employers and employees alike will be that the effects are not as negative as the above predictions suggest. With these in mind though, it could be wise to begin planning for some of these eventualities, so your business doesn’t feel the impacts as severely.