The Home Office has confirmed to the CIPD that regardless of a deal or no-deal Brexit, employers will not have to conduct right to work checks on EU citizens immediately after Brexit
The triggering of Article 50 in March 2017 has set into motion the formal processes for the United Kingdom to leave the European Union. Unless otherwise agreed during the ensuing negotiations, the UK’s membership of the EU will end on 29 March 2019.
While there are still open questions about the expected shape of the labour market, employment law and immigration policy, a clearer timeframe means that businesses should not delay in positioning themselves to respond with more agility as these factors play out.
As the professional body for HR and people development, we will draw on our strong base of evidence and experience to continue engagement with members, law makers and other key stakeholders on these important considerations.
We will continue to focus on how HR, in particular, can help build a more productive, stronger workforce, and workplaces that engender responsible and sustainable practices, matters that will become increasingly critical.
You can find relevant resources and details of our ‘Brexit’ activities on this dedicated hub.
The Home Office has launched a clear and concise toolkit to help employers and their EU staff understand and apply for UK settlement as Brexit approaches
Gerwyn Davies, Senior Labour Market Analyst for the CIPD, highlights five key takeaways for employers, HR and their EU workforce from the latest round of the Home Office forum on Brexit immigration.
Our latest data and analysis provide insight on the key workforce issues arising from Brexit
CIPD CEO Peter Cheese, regional and international chiefs at the CIPD, business leaders and commentators provide their views on Brexit
We examine the effects on employment law and immigration policy as well as the resulting considerations