FDF: Brexit and your workforce
How should food and drink manufacturers prepare for upcoming changes to the UK’s immigration system?
Webinar hosted by the Food & Drink Federation (FDF) register here:
8 July 2020, 11:00am – 12:00pm
As a major employer of EU nationals, the food and drink manufacturing industry needs to prepare for the changes to the UK immigration system.
Despite speculation that proposed changes to the immigration system might be delayed as a result of the Covid-19 pandemic, the Government is still committed to ending free movement for EU nationals when the Brexit transition period ends on 31 December 2020.
The Government is now actively encouraging employers who do not currently have a sponsor licence, but who may need to recruit from outside of the UK in the future, to apply for one as soon as possible.
In this webinar, hosted by the Food & Drink Federation (FDF), the Walker Morris Employment Team offers practical steps that organisations can be taking now to make sure they are ready. The subject areas that will be covered are:
- The impact of Brexit and the end of freedom of movement on the recruitment of EU nationals from January 2021 onwards.
- A brief overview of the UK’s current immigration system.
- What the new points based immigration system will look like, including changes existing sponsor licence holders need to be aware.
- Specific considerations for SMEs / those new to sponsorship and for larger businesses / existing sponsors.
- Practical steps organisations can be taking now to make sure they are ready for the new regime:
- the importance of early sponsor licence applications where one is not already in place, and training staff on sponsor obligations
- workforce planning for January 2021 onwards
- ensuring right to work policies are up-to-date and compliant with the new regime
- plugging the skills gap – investment in technology and automation
- dealing with increased recruitment costs
- Impact of Covid-19 on migrant workers
- automatic visa extensions
- changes to some application processes
- specific considerations for laying off / salary reductions / redundancy
- temporary right to work checks.