On 29 March 2017, Prime Minister Theresa May invoked Article 50(2) of the Lisbon Treaty of the EU, giving the UK two years to negotiate its withdrawal from the EU unless an extension is granted by its remaining 27 members.
The government has indicated that free movement will end once we have left the European Union in 2019. Based on polling of our membership the primary concern for recruiters will be the impact Brexit may have on accessing candidates. With EU nationals making up over 7 per cent of the UK’s workforce, and being overrepresented in low and middle skilled roles, the impact of an end to free movement will be a significant challenge for recruiters, particularly those who specialise in sectors more reliant on EU migrants.The REC has listened to members concerns and have created this Brexit hub in order to keep our members informed.
We will continue to build our case in Westminster, devolved administrations, and beyond for a future EU/UK relationship that supports Britain’s flexible labour market and skills needs. The government has introduced a Great Repeal Bill that will transpose relevant EU legislation into UK law on the day the UK leaves the EU. All regulations derived from the EU continue to apply and must be abided by in the UK.
We are determined to support our members so you can plan and respond with more agility as these decisions play out. Please utilise our resources and reports to help inform your future plans.
The REC has commissioned a series of reports that examine options for post-Brexit immigration policy. We have discussed these reports with government, putting the interest of our members to key decision makers. You can read our research reports, blogs and policy updates below.
|Building the post-Brexit immigration system|
|Ready, willing and able?||Short-term labour for long-term growth|