Whilst we might not be able to directly influence these decisions, we can certainly take steps to brace our businesses for impact and protect our pipelines and our plans for growth in the process.
As an employment specialist and head of our Immigration Team, I'm obviously biased, but I do think this starts with understanding what these big decisions will mean for our employees and workers. The Government's proposals in the Immigration White Paper will certainly limit our access to overseas talent when the changes come into force, so assessing your staffing gaps now and expediting any recruitment initiative is key. Conversely, if your bottom line is not looking too healthy after the NIC hikes, assessing the need for redundancies and commencing consultation before the Employment Rights Bill is committed to legislation, will save you considerable time and money. In addition, it is vital that you ensure that your current employees are trained to manage any and all employment law changes. Recent such changes include the Court's confirmed definition of sex in the Equality Act 2010 and the new entitlement to leave and pay for parents that are enduring the harrowing experience of having their newborn in the NICU. Being behind the curve on either of these topics could well land you with, at best, a nasty grievance and at worse, an eye-wateringly expensive Employment Tribunal claim.
To help you profitably manage your workforce, we have included a number of practical employment and immigration articles in this edition. We have also included pithy and useful articles covering other very topical issues such as cyber security, fraud prevention and key considerations when trying to make your brand stand out in a crowded market.
It might not be smooth sailing out there in the market at present, but we'll certainly help you navigate the troubled waters to find fair winds and following seas.
Lynsey Blyth
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