‘Be pre­pared’ is Brexit watch­word for em­ploy­ers

Belfast Telegraph - Business Telegraph - - News - By­patrick­gallen, Part­ner, Peo­ple­and Change­con­sult­ing For fur­ther in­for­ma­tion or ad­vice, Patrick Gallen can be con­tacted at Patrick.gallen@ie.gt.com Grant Thorn­ton (NI) LLP spe­cialises in au­dit, tax and advisory ser­vices.

With Brexit fast ap­proach­ing, the way we work is chang­ing and poses many ques­tions to the shape of the fu­ture work­force.

In busi­ness peo­ple are your great­est as­set and in or­der to grow and suc­ceed it is of the ut­most im­por­tance for em­ploy­ers not only to at­tract, but to re­tain, top tal­ent.

It is now less than 12 months un­til the UK of­fi­cially with­draws from the EU and busi­nesses should be busy plan­ning how best to man­age the in­evitable changes that will come with the with­drawal in March 2019.

With much of the de­tail still un­known at this point, it makes plan­ning for the fu­ture prob­lem­atic. Al­though one thing is cer­tain: ma­jor changes are com­ing. The Gov­ern­ment has con­firmed that EU na­tion­als liv­ing in the UK will be safe­guarded, but many em­ploy­ers are find­ing that, with the weak­en­ing pound and the un­cer­tainty sur­round­ing the rights of work­ers to re­main in the UK af­ter Brexit, some EU em­ploy­ees are feel­ing un­set­tled and are leav­ing as a re­sult.

Now more than ever it is vi­tal busi­nesses have plans in place to en­sure that the skilled work­force needed to re­main com­pet­i­tive in the post-brexit econ­omy are se­cured.

Or­gan­i­sa­tions need to plan for their fu­ture re­sourc­ing needs and em­ploy­ers need to con­sider the im­pact of any po­ten­tial changes.

Par­tic­u­larly, em­ploy­ers need to con­sider how they cur­rently en­gage with work­ers, and how these prac­tices might need to change.

The cost im­pli­ca­tions may be sig­nif­i­cant and raise the ques­tion of whether em­ploy­ers have the ca­pac­ity to deal with the in­creased ad­min­is­tra­tive re­quire­ments that will in­evitably arise.

With the likely re­duced ac­cess to EU labour, em­ploy­ers are go­ing to have to work hard to both re­tain and at­tract em­ploy­ees with the de­sired skill sets.

Em­ploy­ers should try to es­tab­lish them­selves as an ‘em­ployer of choice’ by de­vel­op­ing re­mu­ner­a­tion pack­ages, ben­e­fits and in­cen­tive schemes to be as at­trac­tive as pos­si­ble.

They may want to con­sider pro­vid­ing as­sis­tance with cit­i­zen­ship ap­pli­ca­tions and work per­mits, amongst other ser­vices pro­vided in a post-brexit world.

Al­ter­na­tively, or­gan­i­sa­tions can look in­wards to de­velop their ex­ist­ing tal­ent or utilise au­to­ma­tion as a way of in­vest­ing to meet fu­ture re­sourc­ing needs in a more stream­lined and innovative way.

We are cur­rently work­ing closely with busi­nesses and help­ing them pre­pare for Brexit.

There is fi­nan­cial as­sis­tance pro­vided by In­ter­tradeire­land for lo­cal busi­nesses seek­ing pro­fes­sional ad­vice.

Act now be­fore it’s too late!

Em­ploy­ers need to act if they want pro­tec­tion from Brexit un­cer­tain­ties

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