Brexit and the EEA Workforce in the Hospitality Sector

What we know so far – key points for the hospitality sector

Practical considerations

Of key importance to employers, EU migrant workers and their families in the UK is to ensure they have contingencies in place to manage the effects of new more restrictive measures after the exit date.

What individual employees can do now

Consider and make use of the available options for registration and immigration status regularisation such as:

1. Registration certificates or residence documents
2. Documents certifying permanent residence
3. Naturalisation as a British citizen
4. Pre-settled status documents
5. Settled status documents.

What employers in the hospitality sector can do now

1. Audit and assess potential impact on individuals and key areas of your business
2. Diarise key dates
3. Plan ahead – consider your business’s five-year strategy and reflect how much of this relies on recruiting/retaining an EEA workforce
4. Review and re-draft HR policies and communication strategy.
5. Consider how and to what extent your business should lead/guide its EEA workforce and budget for individual legal advice**

We can assist you with immigration queries and what can be done to prepare for Brexit. If you have any questions, please do get in touch.

*NB: The exit date is likely change shortly and may affect this timeline.

**NB: The Immigration advisory industry in the UK is highly regulated.  It is a criminal offence to provide immigration advice or services ‘in the course of a business whether or not for profit’ unless permitted to do so by law.  As a result, most businesses will not be in a position to advise individual employees.