Subsequent to the government’s publication of the Brexit white paper, The future relationship between the United Kingdom and the European Union, the REC and others have remarked on the potential impacts on the UK employment market.
Remarking on the Brexit white paper published by the government on 12thJuly 2018, the REC’s chief executive, Neil Carberry states:
“There is a pragmatism to this White Paper that is welcome, even at this late hour,” said REC chief executive Neil Carberry. “Government has taken on board many business concerns about the smooth operation of our economy as we leave the EU.”
Carberry suggests that it is essential for recruiters that Britain has an all-inclusive mobility agreement with the EU to provision national success. The White Paper proposes this may be achievable, but too many questions remain unanswered.
“Access to the UK for EU workers after the transition period should be based on coming to make a contribution, not a numerical target,” he says. “Those with a job should be able to work here, plugging labour shortages as record numbers of people are in employment.
“We want to see eligibility to work attached to individuals rather than through sponsorship with an employer – so people are not tied to a single employer one they are here,” Carberry adds referring to the new data issued by the REC this week which states that British companies could suffer in key markets like food supply if the government fails to permit employers to maintain access to temporary workers from the EU post Brexit.
Furthermore, Peninsula employment law director Alan Price has also been reviewing the 98 page Brexit plan observing that while the proposed requirements are still to be negotiated and agreed upon, the paper appears to sanction numerous aspects within employment law that have been stated beforehand.
“Already being considerably ahead of many Member States’ domestic legislation on modern working practices, all current rights and privileges would remain in place post-Brexit,” says Price. “The blueprint appears to indicate that employment rights will not be diminished by Brexit, as it includes a commitment to the “non-regression” of labour standards.”
Price reports the blueprint also suggests that the European Court of Justice (ECJ) would also have no further control over any legal judgments in the UK, transferring accountability on UK laws back to the UK.
“Again a reiteration of details published this week, the blueprint provides for a new framework which will allow previously established EU workers to remain in the UK by applying for ‘settled status’,” he states. “As has been already confirmed, any Irish workers will have ‘special status’ and can remain in the UK indefinitely.”
Price states that while the paper suggests that there would be ‘no automatic right’ to work in the UK, it also alludes to the potential ‘reciprocal arrangements’ that would permit companies to transfer certain staff in some situations. Moreover, staff traveling for transitory business would be allowed to travel through countries without excessive questioning.
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