How HR could change in the UK post-Brexit
Right now, Brexit is a card game: players won’t show their cards because no one is sure about how the game will end.
The british government, headed by Theresa May, tries to manage the situation carefully; a bad negotiation could result in a economical disaster for the UK: more than 60% of the international trade is done with the, until now, european partners. This is why the Foreign Office gave itself a so long term to call the 50th article of the European Union Threaty (the one about outs), they can not take any false step because a bad negotiation could mean a bad treaty or, in the worst case, no treaty with the EU.
To have a good relationship with the continent is essential for the british interests, mainly because the commerce is strong in the British Channel, but there is many common issues in both sides that could be better solved with some kind of friendly colaboration.
One of these capital questions is the inmigration. Probably, behind the Brexit option victory (and the same for Trump’s election and Le Pen political ambitions) there is two main reasons:
- there is a reaction of the middle industrial class workers, who are losing their jobs “because chinese workers do it cheaper”
- there is too a reaction of the low class in the third sector employees, who are losing their jobs “because inmigrants do it cheaper”
Regarding inmigration, take a look on this infograpic delivered by the company Cezanne, developers of Cezanne Human resources software, and see how Brexit could affect companies from an objective point of view. This analysis is based in what we know today; maybe tomorrow we have a different status becasuse there is a bright agreement that works wonders for each one. Other european countries have treaties with the EU for free exchange of goods and people and the price paid is the full accomplishment of the european regulation for free trade, consumer protection and personal freedom.
Right now, things have not changed: the UK is a full rights member of the European Union and still has no notified to the European Commision any kind of change in its status, other than the famous referendum.
As you can see, there is no panic or desperation in the Human Resources teams.
By now, the most important action for a company regarding its Human Resources and the Brexit is to acquite information and make a detailed analysis of how the different measures could affect the employees and give them transparent information.
There is an important point for HR managers: they can’t explain anything definitely because no one knows the final results of the negotiations (if the Parliament finally approves the Brexit in the terms required by the Prime Minister). If the freedom of movement, work and establishment for people become the battlefront in the negotiations, we could see a hard brexit and no one can imagine that what it means.
We all hope a soft brexit with a beneficial agreement for both sides of the Channel… as we predicted the victory of the IN and the Hillary’s victory.