TheRetailer_Summer_19

The To-do List We know it is going to get more difficult to employ EEA migrants. Fortunately, there are actions that retailers can take now. Brexit Impact Assessment Assess the impact of reduced EEA migration on your business. If your right to work records are in good shape, then start there for the data. Once armed with the facts, prepare a mitigation strategy. Consider how to attract settled workers, upskill current employees and budget for increased recruitment costs. Window of Opportunity? The EU Settlement Scheme is more relaxed than other permanent options for EEA migrants in the UK. This is a window of opportunity for employers to recruit before Brexit, particularly if there is a transition period. Sponsor licence Do you have one? (and have access to it?) Do your HR team know how to use it? If the answer to any of these questions is No, take action now. The current sponsorship licence scheme will be amended to incorporate EEA migrants. The licence application process can take a number of months, so it is worth getting one in place now. Also consider an audit of your compliance records to ensure the licence is in good shape for a higher usage going forward. Finally, it is always worth considering if there are any alternatives to Tier 2 sponsorship. HR staff should be trained on these options, so that they can identify the most suitable route for the business and migrant alike.

LOUISE SHAW //louise.shaw@pinsentmasons.com

the retailer | summer 2019 | 11