EU is a 28 member states, holding
policies for easy movement of people, goods, services, and capital within
the internal and multinational markets; for taking up trade and diverse ways for
entitlement. This has led to sovereign issues as some EU leaders claim that
aiding the refugees entering from other states is becoming a moral and national
issue for their safety and security. The second most important factor amongst
all rose as the difference between the lives of southern Europeans and Germans who
enjoy 4.2% unemployment. While Europe as a whole is considered to have a
stagnated economy, United Kingdom (UK) intended the proposal.
So now when the UK has voted 51.9%
for their withdrawal from the EU, let’s understand how hefty its upshots can be
on the Human resources (HR) in organizations.
Employment Laws:
Neither the employer will change
nor employees, however to a geographic refashion there may need to hail changes
in the policies. Experts speculate that the “wholesale change” seems “unlikely”
as the government will be loathe to change or remove laws that have become
widely accepted and valued. The changes perhaps will not be very extensive as
the UK would seek and need to maintain strong trading relations with Europe
owing to data protection matters.
TUPE (Transfer of
Undertakings- Protection of Employment):
Employer transfer and changes in
the employment laws is undoubtedly going to try the ability of employers to
harmonize the working conditions for a substantial length of time following transfers.
For instance, number of EU migrants, currently in UK company roles, will
potentially have to exit in the future if they fail to qualify under the
changed Points Based System that are used for workers outside the EU.
In addition, annual leaves and
contingent workforce protection alteration will append and sweat the HR
department’s brow.
Job Market:
It is noted that half (50%) of
the leading graduate employers in the UK will reduce their graduate intake if
Britain votes to leave the EU, thereby predicting a major loss of graduate jobs
in the UK. Brexit could also seriously impact UK organizations’ ability to
access the skills they need and the result could lead to job losses in the (especially)
financial sector. Experts quote- “Unless the financial services passporting
rules are resolved in the UK's favour, then many large financial services
businesses are likely to relocate to within the EU meaning large scale
redundancies would be highly probable”.
Focus on General HR Practice:
Looking at the decision to leave
the EU from another perspective, there will be a slump in hiring and
reconsidering how certain roles and industries will be staffed when the borders
will be closed. To boot, working with the immediate neighbors, many of whom are
key trade partners and top advanced economies, will definitely become more
expensive and this may have consequences on HR in many global organizations.
Further, the HR professionals will
need to pacify the consequences in which Brexit will affect the employee mental
health; especially for those European employees living and working in the UK. Taking
precautionary measures to protect employees against absence and inefficiency
and perpetuating the present conditions till the final exit is what the HR
stands liable for.
The U.K. still has two years to
officially negotiate its departure and till then we anticipate a sigh of relief
for the HR in organizations; as Brexit stands to have a significant impact on
the world of work and future planning within organizations increasing the
workload on the HR.
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