by Kimberley Wallace, Consultant
0333 400 7920 | firstname.lastname@example.org
Immigration and Right to Work Checks
Though we are still waiting for finer details around the UK’s Brexit arrangements, we can be sure that there will be changes to EU workers’ rights to work in the UK longer term. We know that any EU residents currently in the UK will be able to apply for ‘settled status’ which will grant their access to indefinitely remain in the UK until after the end of the Brexit transition period (21 months – June 2021).
Smart businesses with EU staff will be keeping abreast of these developments and supporting their employees making arrangements for their settled status to remain and work in the UK.
There will be certain labour markets that are reliant on high levels of foreign workers that will be massively impacted by Brexit (e.g. health, care, and construction) and the reduction of EU workers. Unemployment is also at a record low. This means there will be more of a candidate market in 2019 and employers may have to work harder to attract candidates in terms of their business’ reward package, culture and reputation.
Smart employers in affected sectors will be preparing for skills shortages. They will be looking at increasing their staff retention and reducing their staff turnover, as well as reviewing how competitive their reward package is.
Equality and Diversity
With potential moves towards introducing Ethnicity Pay Gap Reporting, as well as plans to apply the Gender Pay Reporting requirements to companies with 50+ staff (currently only applicable to companies with over 250 staff); it will become increasing important for businesses to ensure that their pay, reward and recruitment processes have a keen focus on equality and diversity practices.
Smart businesses will already be reviewing their workplace practices in mind of equality and diversity best practices. They will also be reviewing their pay gaps in regards to protected characteristics.
Mental Health at Work
This area is gaining more momentum year-on-year. Employers are responsible for not only the physical health and safety of their employees, but also their mental wellbeing. With the government considering making Mental Health First Aid training mandatory, there is increasing accountability on employers to be able to demonstrate what there are doing to support their employees overall wellbeing.
Smart employers will already be using the resources on the government Mental Health at Work website. They will also be looking to implement some of any of the following support mechanisms in the workplace; Employee Assistance Programmes, Mental Health First Aid training, Wellbeing Services, Stress Management training, mental health days, lunch and learn sessions etc. Smart businesses will recognise that there is a correlation between employee wellbeing and their productivity.