On Monday 13 July, the U.K. government published further details outlining their plan for a new immigration system which will amend the existing points-based immigration system. This system is to take effect from 1 January 2021. The 130-page document doesn’t contain a lot more detail than the proposals released earlier in the year, which we summarized in April. The new system will end free movement with the EU and represents a significant change to immigration in the U.K. The system will apply to both EU/European Economic Area (EEA) and third-country applicants.
On Wednesday, 1 July 2020, Foreign Secretary Dominic Raab confirmed, in a statement to Parliament about Hong Kong, a new bespoke U.K. immigration route for British National (Overseas) (BNO) citizens and their dependants. BNO status is a previously obscure form of British nationality held by an estimated 2.9 million people in Hong Kong that, until now, did not allow for long-term residence in the United Kingdom.
In the final instalment of our series examining the return to work post-shutdown in the U.K., we look at the potential trends and longer-term changes that the COVID-19 pandemic will likely have on U.K. workplaces.
The COVID-19 pandemic and resultant shutdown in the U.K. have caused a massive shift in the way we work, with many employers sending their employees home and transitioning to home-working in a matter of days. Notwithstanding the devastating effects that the COVID-19 pandemic has had on personal lives and the U.K. economy, many employers have found the move to a predominantly home-working culture to be largely successful. So, now that most of us have finally mastered the art of the Zoom call, what does the future hold for the U.K. workplace as the country begins to emerge from the lockdown?
In this second instalment in our series examining the challenges U.K. employers are likely to face in the coming months, Faegre Drinker’s London labor and employment attorneys consider how employers can manage the economic impact that COVID-19 will likely have on many workplaces.
The global media has reported widely on the substantial impact of COVID-19 on the global economy and businesses. In the U.K., many employers will likely be facing significant economic pressures as a result of COVID-19 for the foreseeable future, even as the U.K. lockdown begins to lift. As a result, many employers will unfortunately need to look to reduce their workforce costs and recalibrate their businesses for ‘the new normal.’ Whilst mass redundancies have been much talked about (and feared) in the U.K., we explore the options for employers looking to avoid redundancies, as well as an overview of redundancy options if such measures cannot be avoided.
For the full alert, visit the Faegre Drinker website.