If you’re struggling to fit in Brexit people planning alongside everything else, we’ve created a Brexit-ready people checklist of actions and diary reminders to help. Here’s the detail:
1. Audit – by 30 June 2021 you need to be clear that your employees all have the right to work and reside in the UK. By then you should have audited your people and right to work documentation so that you can substantiate continuing with their employment if challenged.
2. Awareness – ensure employees are aware of the steps they (and their family) need to take to remain and work in the UK (think about ‘drop in’ clinics, letters communicating requirements, government employer toolkits etc.).
3. Contracts – update your documents to include a warranty that the employee has a right to work in the UK and a duty to inform you if their status changes. Call out that you’re able to end their employment if their right to work is lost. Our Intelligent Employment contracts include these provisions – find out more.
4. Evaluate – understanding your dependency on EU employees will help to shape a plan in respect of future recruits and whether you need to use the Skilled Worker visa scheme. If so you’ll need to budget for the associated costs and sponsor licence requirements.
5. Reinforce – EU employees might be feeling vulnerable as a result of Brexit, so communicating your inclusion and diversity policies along with refreshing equality and diversity training will help to protect your business from the risk of harassment and discrimination claims. Let us know if you’d like our support.
6. Training – upskilling your HR and management teams on handling Brexit related issues ensures they’re fully up to speed to answer queries. Find out how we can support you to deliver the training.
Get in touch if you’d like more information about how our annual, fixed fee Intelligent Employment service can support with the employment law implications of Brexit.