Managing workforce demands in a post-Brexit economy.

On January 1st 2021, freedom of movement between the UK and EU ended. EEA citizens who were already living in the UK prior to January 1st will continue to be able to do so, provided they have applied for settled or pre-settled status.

Under the new post-Brexit immigration laws, both EU and non-EU migrants will be subject to a point-based system for visa eligibility.

A large part of this will be based on a job offer from an approved employer sponsor. This provision accounts for fifty points. The other twenty (seventy points are needed for eligibility) will be determined by various factors such as level of education.

The termination of freedom of movement and transition to a new immigration system could result in a short term shrinkage in the workforce. The UK has already seen a 70% decrease in net EU migration since the 2016 referendum. This is especially problematic because, until now, positive net migration has made up for an ageing homegrown workforce.

The question is how can you prepare for a potential dip in the available workforce and mitigate its negative impact?

• Consider interim or contract solutions to help cover any increase in workload until the right individual is found for the permanent position.
• Focus on upskilling your existing workforce and invest in them for the long term.
• Utilise the large number of more mature and experienced workers in the market.
• Consider the possibility of creating job share opportunities for people seeking part-time hours.
• Provide true flexibility around working from home, post lockdown, and the ability to ‘flex’ hours in order to deliver on objectives
• Bring in more young people on apprenticeships in order to develop strong job-specific skills that your business will need in the future

In addition to the above, the key to the recruitment of high calibre individuals can be down to working with recruiters that have a strong network of ‘passive’ job seekers. These are people who aren’t actively registered with agencies or monitoring job boards, however, may be open to a move should the right role and company present itself.

In summary, business survival during this time of uncertainty will depend on your ability to make the most of what you have and to consider more flexible options that you may normally have.

How have you and your organisation prepared for any potential reduction in talent?