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The EU settlement scheme: steps employers can take now
Despite there continuing to be a lot of uncertainty surrounding the UK’s withdrawal from the European Union, the Home Office has reportedly indicated (albeit verbally) that in the event of a ‘no deal’ the EU settlement scheme would still likely be implemented. This means that employers can start to make some very real plans for the ‘people’ aspect of Brexit.
Businesses will need to consider the level of support they wish to provide to affected employees. In deciding this, they will need to have a clear idea of the number of affected staff, so knowing the demographic of the workforce is key. The level of support offered may greatly range and will often be determined by cost and resource available. However, consideration should also be given to the level of support given to employees in other immigration categories so as to avoid the risk of setting a precedent or engaging in discriminatory practices.
As is so often the case, good communication is key and should not be underestimated. An informative presentation about the EU settlement scheme to affected staff can help reduce anxiety and help minimise disruption by ensuring an employee feels secure in their employment. It can also educate HR teams and managers to equip them to help employees when making applications, and have knowledge of the documents likely to be requested by employees when needing to provide evidence to the Home Office.
For further information about the settlement scheme, how you can support your employees, and how we can help you by delivering in-house presentations, please contact us.
An employment law masters’ graduate with extensive experience in employee relations and negotiations, trainee solicitor Helen helps the employment team across areas such as legal research, drafting employment policies and tribunal preparation. She also advises businesses on immigration matters and assists them with securing sponsorship licences.
*Please note: all information is correct at the time of publishing.