Whether Brexit is hard or soft, right around the corner or further delayed, the UK’s departure from the EU will have a significant effect on local staffing. The key to avoiding a shortfall may lie in rethinking recruitment strategies.
Many multinationals operating in or considering expanding to the UK are concerned Brexit may make the region less attractive to employers. This post explores steps UK organizations can take to mitigate the short- and long-term effects of Brexit on their employees and their own organizations.
The UK electorate has spoken, and after a transition period Britain will leave the European Union. Politicians on both sides of the channel must now not only start to develop new policies, they must also set a reasonable tone amidst Brexit-related passions. UK and EU business leaders must similarly manage change in their respective organizations during this uncertain period.
Yesterday UK voters decided to leave the European Union. The decision will have serious implications for multinationals operating in the UK. It’s important to keep in mind, however, that any changes resulting from yesterday’s referendum are months away. Now is the time to take a measured approach to how your business will likely operate in a UK that is not part of the EU, basing your strategy on the probable consequences of yesterday’s vote.
The debate on the possible effects of the UK leaving the European Union is in full flow. Those in favor of and those against a “Brexit” are posting statistics to bolster their respective arguments. In truth, leaving the European Union would be unchartered territory for this island nation, and indeed, for those countries remaining in the EU. There are regional implications beyond one country that are difficult to predict. That said, HR professionals should be considering the following areas, which could be affected by the UK’s defection from the EU: Long-Term Planning, Immigration and Employment Law.