With the UK’s formal exit from the EU set for 31 January 2020, ensuring that your organisation has the necessary skills and labour to continue delivering on business objectives, against both expected and unexpected changes, will be critical. Workforce planning, specifically in the Brexit context, will therefore be a business imperative.

This guide provides practitioners with an overview of workforce planning and a practical structure for determining their own Brexit resourcing strategies.

We begin with an exploration of the potential impact of Brexit for employers, examining the core challenges businesses are likely to face. We will look at employers’ views towards Brexit and the implications they think it may have for their organisations.

We walk through the steps for workforce planning, firstly by building an accurate picture of the external as well as internal factors that will have a bearing on your organisation. With those factors in mind, we move onto scenario planning to create the working contexts for resourcing, followed by identifying the key risks and contingency actions to be taken in response to those risks. Next, we consider the options for addressing workforce requirements and finally the process for monitoring the latest developments so that plans can be adjusted as necessary.

While Brexit has undoubtedly introduced uncertainty in many respects, rather than simply watching and waiting, organisations have an opportunity to get on the front foot by taking the initiative to make workforce planning a priority, and ensuring that their businesses have the resources they need to successfully negotiate the coming changes.

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Workforce planning

Explores the benefits of workforce planning, the activities involved and the stages of the workforce planning process

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