As the ubiquitous TV adverts keep reminding us, “time is running out” for businesses to prepare for new post-Brexit landscape from 1 January 2021.
While we all wait to see whether the Government gets a deal done before then so we know what the new rules actually are, in the meantime there are steps employers can be taking to prepare for the new immigration system.
Businesses wishing to employ EEA nationals coming to the UK on or after 1 January 2021 will need a sponsor licence. My colleague Joanna Hunt has published this useful article on the process for Free Movement.
The Home Office sets stringent compliance standards for employers of migrants, and once they have been breached, it is often impossible to correct them retrospectively. Reviewing HR processes to ensure compliance with sponsorship and right to work obligations will give you the certainty required to focus your efforts on recruiting and retaining talent.
Our useful timeline sets out the steps your business should follow as we countdown to Brexit.
Employers need to start preparing for these changes now, including understanding the proposed new rules, checking recruitment plans and budgets, obtaining or reviewing a sponsor licence and assisting staff with applications under the EU Settlement Scheme.
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