Following MP’s rejection of Brexit deal, employers’ concerns grow over loss of talent

Following MPs’ rejection of Theresa Mays’ Brexit deal and the pending confidence vote, whatever happens next whether it’s a renegotiation, another referendum or even a call for a general election, the closer we get to March 29th then the greater likelihood of a stay of execution for EU nationals and of Article 50 being delayed.

Despite the outcome, this unprecedented uncertainty, anxiety and concern is continuing over the future of EU national workers and their dependents as well as employers trying to safeguard the skills they need to grow their business in times of uncertainty. 

Employers struggling against a depleting workforce should take immediate action, to safeguard their skills. Where employers haven’t already done so, identify gaps in your current and future workforce and highlight whether they’ve got the means of remaining in the UK in the future, be this via a residence permit / card or settlement / permanent residency.

Companies with genuine skilled vacancies should consider applying for a sponsor licence so they have access to a wider pool of talent. In addition, every business must have the correct permitted documentation to employ EU workers no matter what the outcome will be between now and March.”

Published in Real Business, Business Leader, Oxford Mail, Witney Gazette

Government’s immigration whitepaper signals need for businesses to secure sponsor licences

Personnel Today – HR Review sought out Migrate UK immigration analyst’s advice for businesses after the government published it’s whitepaper for immigration.

From the magazine:

Karendeep Kaur gave the following advice:

Today’s long awaited new immigration white paper won’t necessarily safeguard EU workers’ future in the UK if Britain ends up with a ‘no deal’ Brexit, or help with the skills shortage. While a no deal would mean no transitional period for EU workers to transfer to pre-settled status, it would also result in a likelihood that companies would immediately be required to hold a sponsor licence, which can take up to four months to secure and thereafter issue a Certificate of Sponsorship to their employees.

Now more than ever is the time employers must take immediate action, to help safeguard the skills they need to grow their business in times of uncertainty. To safeguard additional skill shortages, HRs and employers should apply for a sponsor licence now so the business has the correct permitted documentation to employ EU workers whether there’s a deal or no deal.

Identify all your EU workers and their current status in the UK – have some already got a registration certificate (RC) or a permanent residency (PR)? If not, for the sake of just £65, depending on their status, employers should help employees to arrange either a RC or PR and obtain a passport which is going to be a requirement in place of the National ID cards. If they have EU family currently in the UK with them then can do a combined EEA Family Member application with the RC or PR application.


Government White Paper confirms skills-based immigration system

Is it possible to plan for post-Brexit skills shortages? Chartered Institute of Personnel and Development asks Jonathan Beech

Chartered Institute of Personnel and Development wanted to know how businesses were planning to find the talent they need beyond the UK’s departure from the EU. How will businesses recruit enough staff when there may be restrictions on visas after the two year transition period in 2021?

Migrate’s MD Jonathan Beech notes  ‘we can look at the government’s guidance and have an idea what the rules may be’.

Read the article here:

People Management speaks to Jonathan Beech – Recruiters finding it very, very difficult to fill skilled vacancies

Jonathan Beech, managing director of Migrate UK, told People Management, recruiters are looking beyond Europe for skills. Migrate UK has dealt with five times as many sponsor licence applications in the last 12 months.





Read the full article here:

People Management speaks to Karen Kaur – Is the EU settled status scheme working?


The  government claims the pilot of the settled status scheme for EU nationals is operating well, but Migrate’s immigration analyst Karen Kaur points out that the government have not communicated what the range of the people were, that have had successful applications.  Were they uncomplicated applications? Was there a range of circumstances?


Read the article here:

Home Secretary announces immigration cap for doctors from outside the EEA will not be reintroduced

In June, doctors and nurses were exempted from the visa limit of 20,700 annual restricted certificates of sponsorship for Tier 2 (General) visas applied to employees from outside the EU. 

The continued exemption was immediately welcomed by the medical profession. In other sectors, it has been noted that one of the effects of the cap has been a reduction in the salary requirements for Tier 2 applications, across the board.

People Management asked Jonathan Beech for his comments on this announcement:

 “When the NHS workers were removed from the cap, there was an immediate reduction in the minimum salary required to meet the required number of points to qualify. 

“Prior to NHS workers being removed, the salary required to qualify for a vacancy under the cap in June was around £60,000. This dropped to around £41,000 in July and then £30,000 in August and September,” he added.

“The continued exemption is extremely welcome and we are hopeful that the government decide to accept the Migration Advisory Committee’s (MAC) recommendation that the annual cap is removed altogether – for all sponsored workers.”

Read the full article here:

Karen Kaur speaks to People Management – Tier 2 easing proves ‘massive relief’ for employers three months on.


Karendeep Kaur, immigration analyst at immigration law firm Migrate UK, agreed the relaxing of the cap for the medical profession had eased pressures across other sectors, but added a further relaxation may be necessary to prevent points qualifications and salary limits increasing again towards the financial year end.

“The quota of sponsorship certificates doesn’t stay uniform throughout [the financial year], so these salary levels could be driven up again,” she told People Management.


Read the full article here: