It is not too late for enterprise architecture and technology innovation leaders to make use of tools and technologies to expedite preparations for Brexit and its consequences.
Despite the fact that there is still plenty of time left, many organizations are still in need of significant system and process changes in order to cope with Brexit and its ramifications. Certain occupations will become much more difficult as a result of the pandemic’s limitations. From an information technology perspective, this raises a number of challenges for firms in the United Kingdom.
The management of Brexit is a challenging task to do. It has been eagerly awaited for years, and although we recognize that businesses on both sides of the Atlantic have done all they can to prepare, there will always be a number of obstacles and hurdles to face during the actual implementation process.
According to Home Office estimates, the total number of applications was 6,015,400 as of June 30, 2021, with more than half a million still outstanding at the time of writing. This level of uncertainty is puzzling, and we recognize the responsibility you face on behalf of the organization as an HR expert.
You must find a balance between the practical concerns of Brexit and the need to develop a positive attitude across the organization so that employees are confident that they will be supported and cared for throughout this time. In order to be successful, you must be able to focus on both the now and the future at the same time. Non-stop, you’re finding out how to maintain working with present EU employees in your firm while simultaneously managing the process of bringing in new employees, all while dealing with the pandemic’s always changing working techniques and COVID regulations.
It is not an easy task, but by establishing clear priorities, you can guarantee that you are meeting the needs of your employees while also planning for the future. In the parts that follow, we’ll go through the various factors to consider as you manage the effects of Brexit, as well as how you can help your team through the next stage of their journey
Take care of what you can right now.
There are a plethora of practical considerations to take into account, and we understand that it may seem daunting. Therefore, it is critical to deal with the present situation before going forward into the future. Instability in the economy as a result of Brexit has had unanticipated consequences for bonus programs, financial rewards programs, and pension plans.
Recruitment of EU citizens from countries other than the European Union
Citizens of the United Kingdom who are working in an EU nation must get permission from the country in which they are based in order to continue working, however, it is important to note that the paperwork requirements differ from country to country within the EU. As a result, you should carefully review all of the information supplied by the European Commission, and then help affected employees in securing the appropriate approvals and making the necessary arrangements to enable them to continue working in their home country.
For US companies, the most crucial thing to know is that people no longer have free movement between the United Kingdom and other EU countries. When managing existing EU nationals in UK workplaces and vice versa, it will be necessary to have the appropriate documentation.
Recognize the existence of pay discrepancies.
With the inevitable move to hybrid working as a result of the pandemic, as well as the ability to work from anywhere. According to Anna Stobart of Hafton Consultancy Ltd, “this is an unclear area that needs your company’s having a clear, well-thought-out rewards philosophy,” she explains.
Employees whose contracts specify that they are working in the United Kingdom but who work from a different country should have their contracts renegotiated after collecting local market pay data and determining what is reasonable for both the firm and the employees. a.
Communicate with your employees in an open and honest manner.
It is critical to examine the impact of Brexit on employee mental health, as well as the variety of new rules and requirements that businesses must be aware of as a consequence of the Brexit vote. As we all know, business is in flux for a number of reasons, but the stress generated by Brexit for those who are directly touched must be recognized and handled as a matter of priority.
One means of reducing this risk is to develop a thorough understanding of how Brexit is impacting all elements of the organization and then convey this information to your staff in an effective manner, along with a plan for dealing with the consequences. Study the many resources available, such as the Chartered Institute of Personnel and Development’s vast Brexit Hub, and share information with your network of colleagues to stay up to date.
Because of the new trade agreement, the cost of doing business with the EU has increased, and employers who previously relied on EU support, such as that provided via the Common Agricultural Policy, may now suffer financial shortfalls in their operations. Furthermore, since the United Kingdom is no longer bound by EU law, various laws and regulations covering areas such as pensions may be eliminated or altered.
This is something to keep an eye on as the government continues to make changes to the legislation, and as your organization settles into a new routine with increasing administrative and business costs, all of which should be monitored.