Home Office consider ending freedom of movement

The Home Office’s announcement that the government is reconsidering allowing a transition period for EU nationals has HR professionals perturbed.

Upon this announcement, People Management magazine’s Elizabeth Howlett spoke to Migrate UK and Karen Kaur had this to say:

“Prime Minister Boris Johnson’s unwillingness to phase out the current immigration rules will not allow EU nationals currently in the UK, or those looking to enter before 2021, to organise their affairs. 

Although reassurances had been made that the rights of EU nationals currently living in the UK would be protected and that they would be able to remain under settled status, this would still depend on what new immigration laws come into force.

New rules have not been put in place, and the threat to end free movement is a mere 72 days away. This only adds to the uncertainty of EU nationals currently in the UK and employers across the country, who until yesterday had been planning for a December 2020 deadline.”

Read the full article here

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More than one million EU citizens granted settled or pre-settled status

It has been four months since EU citizens could apply for settled or pre-settled status. People Management magazine consider how successful this initiative has been.

Elizabeth Howlett, of People Management magazine, asked Karen Kaur for her comments.

“The process has proved to be simple, straightforward with an average time of 30 mins to complete the online application and uploading of documents.

Decisions were being provided within 24 hours, sometimes sooner, and despite initial concerns that the system would crash under the number of applications, it was so far proving to be stable.

There is no excuse not to apply, as the process is proving to be efficient and beginning to provide clarity to those in need of this and to those who have played a part in contributing to the UK.

The government’s provided toolkit for employers meant there was no excuse for why HR departments shouldn’t be assisting their workforce make their settled status applications.

If the workforce needs reassurance, this is a way to show that an employee’s best interests are at the heart of the organisation.”

Read People Magazine’s article, click here

HR Review also quotes Karen Kaur