Here are our most popular questions asked by Employers in relation to navigating HR post-Brexit: The UK left the EU on 31 January 2020, ending free movement with the introduction of an Immigration Bill and points-based system with the view to attract the high-skilled workers from the EU.
This article is presented in association with Supportis who we partner with to provide bespoke HR Consultancy, Employment law and training services.
I have EU workers in my business. What do I need to do?
Support EU/EEA/Swiss nationals in their application for settled/pre-settled status under the European Settlement Scheme by 30 June 2021.
Irish nationals don’t need to apply for settlement status by virtue of the Common Travel Agreement (CTA).
Are there any dates I need to note down as a HR professional?
1 January 2021
The new, points-based immigration system comes into force… find out more here
30 June 2021
The extended deadline for for EU/EEA/Swiss citizens who were in the UK before 11pm on 31 December 2020 to apply for the EU Settlement Scheme
1 July 2021
Employers need to check whether their EU/EEA/Swiss workers have the right to work in the UK, including through the EUSS
Am I entitled to ask my EU employees what their intentions are?
Yes, we recommend you hold an informal one-to-one to find out how they are feeling, if settlement status has been applied for, and to offer of help to navigate the process and complete the online application.
Do I have any obligations as the Employer if an EU worker can’t obtain settled status by 01/07/21?
Employees with no immigration status would be prevented from starting a new job or retaining their existing one from 1st July. Other factors must also be considered, for example accessing healthcare, or being prevented from renting accommodation.
The consequences of not securing immigration status are severe, so Employers must remind EU employees to apply for settlement status under the EU Settlement Scheme if they haven’t already done so and support them to do that before 30 June 2021.