Predicting the Impact of Brexit on Telecommuting

With the United Kingdom set to leave the European Union in October, the implications of Brexit are becoming increasingly apparent. As the final deadline draws ever closer, the ongoing uncertainty and confusion surrounding the issue is causing a great deal of concern amongst businesses which employ remote staff. As a result, it is necessary to consider what impact Brexit may have on the ability of these organisations to continue to operate in a successful manner. It is likely that any changes to trade agreements with other countries will have a direct effect on the ability of firms to hire remote workers from abroad, as well as on the future of those already employed in such roles. As such, it is vital that businesses are aware of the potential implications of Brexit and are prepared for the changes that may be required in order to remain competitive.

The potential impact of Brexit on the working world is far-reaching. One of the most complicated issues that will come to light is the need to renegotiate existing contracts. Once the UK has concluded its trade agreement negotiations post-Brexit, a large number of corporate contracts will need to be updated in order to reflect the changes. This is a complex challenge that will require considerable effort and resources to resolve.

On top of that, the work regulations in the UK may change, once its independent of the EU. Many of the UK’s laws, such as the Working Time Directive, are inherited from the EU so there may be some significant changes to pay and conditions post-Brexit.

The United Kingdom (UK) has historically benefited from a large number of EU immigrants, with a significant proportion of the UK’s workforce being made up of these individuals. However, recent years have seen a dramatic decrease in the number of EU workers in the UK. This has implications for both businesses and employees alike. Businesses may find themselves struggling to fill skills gaps, while employees may have to contend with reduced job security and increased competition for available roles. It is therefore important to consider the potential impact of this decrease in EU immigration on the UK’s employment landscape.

Many Questions Remain Unanswered

Despite the passing of more than three years since the UK voted to leave the European Union, and with only four months remaining until the latest extended departure date, there remains a significant degree of uncertainty surrounding what the implications of Brexit will be. This uncertainty is compounded by the fact that the UK Parliament has yet to reach agreement on a plan that would be supported by the majority of MPs, leaving open the possibility that the UK could leave the EU without a formal agreement in place.

Meanwhile, in the United Kingdom, there is a growing trend to abandon Brexit altogether. The Labour, Liberal Democrat and Green parties are all campaigning to have a second referendum on the terms of the UK’s exit with the option to remain being offered as an alternative. It’s still possible that the UK will not leave the EU after all.

As a result of these factors, forecasting is challenging at best. And if the United Kingdom has a trade agreement in place with the EU, there will be a lot less paperwork to be done. If it leaves without one, it will be a very different story.

Human Resources in the United Kingdom

The number of European Union nationals migrating to work in the UK has dropped off by a staggering 95%. The knock-on effect of that (apart from a drop-off in diversity) is that there are now fewer applicants per opportunity. The UK is heading into a skills shortage, with 44% of employers reporting that they were having problems recruiting.

As a consequence of the current market conditions, businesses are increasing wages to both attract and retain personnel. In order to assist in employee retention, they are also offering more adaptable working hours. Although a significant number of EU workers are on a temporary basis, a significant quantity of highly skilled employees are also coming from Europe. It is estimated that almost half the amount of people are applying for medium-skilled positions and a quarter of the amount are applying for high-skilled roles.

In order to address the issue of the skills gap, UK businesses may need to explore new approaches. One potential solution could be to recruit personnel from abroad to fill any open positions without increasing immigration levels. Furthermore, there may be an increase in the number of ‘test-and-hire’ arrangements, allowing potential employees to undertake remote working for a period of time before being formally employed.

Businesses in the UK that Use Telework

The European Union’s (EU) influence on employment law in the United Kingdom membership. Many of the laws which made employees life better, like working hours and parental leave, come directly from the EU. But will this change, after Brexit? It’s certainly possible. Whether changes will be made to support business or employees will depend on the makeup of the government.

As the European Union has already secured trade agreements with over fifty countries, the United Kingdom will be required to negotiate its own arrangements when it departs. This has the potential to create a profitable opportunity for legal professionals, as businesses will likely have to review their contracts. Unfortunately, it may present some challenges for those providing remote staffing services in the gig economy.

At present, enterprises in the European Union, the European Economic Area, and Switzerland have an agreement in place that allows them to employ ‘Frontier Workers’, or staff who live in a different country to where the company is based, but within the same geographical region. This means that it is legal for a business in the United Kingdom to hire personnel from the European Union, and for EU businesses to employ UK workers.

However, there is still a lack of clarity regarding the future of this arrangement, particularly in light of Brexit. It is likely that some type of registration process will be necessary to ensure that British citizens living abroad, and EU citizens living in the UK, will still have the right to reside in the UK.

Works’s Potential Contributions

At Works, we are committed to helping businesses locate and recruit the best talent from any location. To ensure that prospective hires not only possess the necessary technical capabilities but are also a good cultural fit for the company, we carry out comprehensive initial interviews. However, our services go far beyond this. As Human Resources may not be familiar with the legal and technical aspects of recruiting from a foreign background, we are able to provide support and manage all the relevant paperwork for you.

Is there really going to be so much trouble with Brexit? Think of us as your very own aspirin for that. We’re a Canadian company, so there are no trade agreements that need to be negotiated between us and the UK (and even if it did, it would be terribly polite). It doesn’t matter where that person works, we’ll continue to take all the stress out of the situation.

If the UK’s withdrawal from the European Union has led to a gap in your staffing, and you need the highest calibre of technical expertise to fill it from a distance, then please do not hesitate to get in touch with us immediately. My colleague and I are both enthusiastic to be of assistance.

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