Leading law firm Blake Morgan today urged businesses to carry out an “employment” audit to make sure their businesses are ready for the possible effects of Brexit.
The advice from Bruce Potter, Chairman of Blake Morgan, comes a day after the Prime Minister formerly triggered Article 50, beginning Britain’s negotiations for leaving the European Union.
Bruce said: “Although the details of what Brexit will entail are still far from clear, businesses need to consider now how they will be impacted in the event that employment restrictions are put in place.
“For example, will their ability to recruit staff be affected? Specifically, employers should look at the number of European Economic Area (EEA) staff they employ and the roles in which they work.
“What are the needs for these roles in the future? If there is a skills gap identified can this be filled in the UK or can you offer training schemes or apprenticeships in these areas? Employers will need to ensure that they are not discriminating against EEA workers when implementing such measures.”
The advice comes after a survey commissioned by Blake Morgan found that just 20 per cent of businesses has set in place a continuity plan for leaving the EU.
As a result, the firm, which has offices in Cardiff, London, Oxford, Portsmouth, Reading and Southampton, has now launched a free and informative guide, called Brexit: We Mean Business.
The guide aims to help business decision-makers navigate through the challenges of leaving the EU and take advantage of the opportunities.
The guide gives detailed and informed analysis, particularly from a legal perspective, of key areas that businesses need to consider, including employment, pensions, information governance, finances, and commercial contracts.
Other advice given in “Brexit: We Mean Business” includes:
- Reassure the workforce, particularly with regard to EU nationals staff who may be feeling anxious over Brexit.
- Establish as early as possible whether the business will need to make structural changes, such as relocation of staff.
- Add flexibility into financial planning and be prepared for changes in exchange rates.
- Look into appointing a Data Protection Officer if necessary ahead of changes to information governance regulations.
The full guide can be downloaded here.