Right to Work legislation – What should we expect to change after BREXIT?

With the current political uncertainty surrounding BREXIT, businesses are essentially in limbo while trying to plan for a post-Brexit environment.

One of the key issues is EU workers, and how Brexit will affect their Right to Work status in the UK going forward.

One certainty is that the current onus on employers to undertake Right to Work checks on all new recruits will remain. As an employer, you will still be expected to conduct thorough, compliant checks on new employees – EU citizens or otherwise.

There are ways to equip your business for whatever happens following the UK’s departure from the EU:

  1. If you haven’t already, familiarise yourself with the current legislation on Right to Work to create a checking process for new recruits.
  2. Conduct a risk assessment of your business and examine your current processes to establish any gaps from both a Right to Work and GDPR compliance perspective.
  3. Put in place a plan to digitise processes will ease any transition, as you will be more adaptive to any changes in legal obligations.

In terms of Right to Work, using a digital solution/app like Rightcheck can really ease the uncertainty, as we update the app’s AI with the new legislation as and when it is announced. This means that whatever happens during Brexit, you know you have the exact compliant process at your fingertips, and you don’t need to worry about picking through dense legislative jargon.

We’re very happy to have an informal chat with you about your business’s processes in anticipation of Brexit. It is usually useful to have third party expertise provide a fresh outlook, and there is no obligation to purchase Rightcheck.

Contact Us now for a chat, or Learn More about Rightcheck