CIPD viewpoint
Explore the CIPD's collected perspective on the key issues impacting work, including recommendations, supporting evidence and links to resources for policymakers and employers
Explore the CIPD’s point of view on Brexit, including recommendations for both Government and employers
With many employers unaware of the government’s post-Brexit immigration plans, Government needs to encourage employers to prepare for the impending restrictions on access to EU skills and labour.
Employers are set to face skill shortages and recruitment difficulties as a result of post-Brexit migration restrictions, as well as a dampening enthusiasm for the UK as a place to live and work due to general Brexit uncertainty. These issues may in turn hamper business growth.
Following the UK's exit from the EU on 31 January 2020, passage of the EU Withdrawal Bill puts in place a transitional period that will run until 31 December 2020. Although this means there are no immediate changes, the transitional period is finite. An alarming proportion of employers are still unaware of the current government proposals on post-Brexit immigration, and very few have put in place measures to prepare for restrictions on access to EU skills and labour.
The status of the UK’s withdrawal ‘deal’ and the potential disruption to cross-border trade has been the focus of attention so far. However, where employers are likely to be impacted most is through their workforce.
Over half of UK employers say they currently employ EU citizens, with other evidence suggesting that UK employers find EU migrants a valuable source of labour at all skill levels, especially where they’ve difficulty attracting sufficient UK candidates. These employees are presently covered by the freedom of movement provisions of the Single Market (meaning there are no restrictions on employing them); this will change when the UK leaves the EU.
The government’s current immigration white paper sets out a post-Brexit immigration policy that would treat EU and non-EU migrants on the same basis. Employers will therefore face new costs and additional administration if they wish to employ skilled EU migrants. Furthermore, their ability to recruit EU migrants to fill low or medium-skilled roles seems set to be limited. In refining the details of the new system, the government needs to consider how the costs to employers can be avoided or minimised, and ensure that employers will still be able to access the skills they need at all levels. Employers, for their part, need to reassure existing workers and undertake workforce planning and preparation for when migration from the EU is not as seamless as it is now.
Explore the CIPD's collected perspective on the key issues impacting work, including recommendations, supporting evidence and links to resources for policymakers and employers
As post-Brexit arrangements continue to roll out, the CIPD will continue to provide news and updated resources to support your planning
Engaging with ministers, other policy makers and our membership to inform our views to influence government