Elliott Scott HR, in partnership with Ernst & Young, hosted an event on 14th September in London on the topic of Brexit. The event was an opportunity for HR professionals to hear insights from industry experts on the challenges and opportunities UK organisations might face in light of the vote to leave the European Union (EU).
The event began with networking and drinks, followed by an interactive panel chaired by Justin Roberts; Senior Manager, Employment Lawyer at EY, James P. Egan; Senior Advisory Partner at EY for Global Immigration Practice and Andrew Deveney; Senior Manager of People Advisory Services at EY. The panel was moderated by Stuart Elliott; CEO and Owner of Elliott Scott HR. They addressed the uncertainty, worry and speculation faced by employees and businesses surrounding employment law, immigration and HR.
Brexit: Watch, Wait and See
It is difficult to predict what the outcome of Brexit may be, with very few changes since it came to the fore on 24th June. Yet this does not mean that HR functions can’t begin to prepare themselves. EY noted that employers are using this time to manage the uncertainty of their staff and to share the information that is available. We set out below three practical considerations on how best to plan:
3 Ways HR Can Be Prepared
1. Do your due diligence on your employee data. Is your data accurate and up to date? Consider what data needs to be gathered around non EU nationals in the UK and UK nationals in companies throughout the EU. Be careful about the ethics and possible discrimination of questioning your workforce. Fully evaluate your workforce; what might have changed regarding the people you have hired? Have you got a skillset which is very reliant on a particular nationality? You need to plan on these critical skilled areas and understand the data you have got.
2. Communicate with your workforce. Use this time to manage the uncertainty of your staff. Consider what questions they are asking, and what their concerns are. Discuss these with them and implement an open communication policy. Share the information you do have to combat certain anxieties.
3. Don’t make commitments unless you can deliver. Be wary of telling employees that everything will be fine. In reality the uncertainty needs to be acknowledged and their future is unfortunately unsure for now. Honesty is key.
Elliott Scott HR would like to thank the panellists from Ernst & Young for their contributions in making the event a success. If you would like to follow up with the speakers directly, please find their contact details below:
James P. Egan | Global Immigration - firstname.lastname@example.org 020 7951 1488
Andrew Deveney | People Advisory - email@example.com 020 7197 9313
Justin Roberts | Employment Law - firstname.lastname@example.org 020 7806 9317
For more information or to see a copy of the full presentation please email email@example.com