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April 6th, 2017 | Sterling
UK Prime Minister, Theresa May officially signaled Britain’s exit from the European Union (EU) on March 29, 2017, nine months after the UK citizens voted for Brexit. This action starts in motion a series of negotiations between the UK and the remaining 27 European Union (EU) Member States, represented by the European Commission. There is a two-year deadline for these negotiations, which will cover everything from trade to immigration to employment laws. If no agreements are made and no decisions are taken to extend negotiations, the UK’s trade relationship with the EU will revert to the rules of the World Trade Organization, which could greatly affect Britain’s current trading position. Regardless of the agreement process, the impact will be significantly felt by many UK employers and global corporations in the United States and Canada watching what happens extremely closely.
During the next two years, as Britain works through the separation plan, there could be a number of significant economic changes. According to the New York Times, “Britain has put in jeopardy its trading relationship with Europe, its largest customer for exports while imperiling London’s status as banker to the planet”. As mentioned in the same New York Times article mentioned above, some financial institutions have started preparing to move jobs out of the UK to other financial capitals in Europe while other industries are waiting to see what will happen before they start making plans.
The UK government triggering Article 50 of the Treaty of the European Union does not itself bring immediate changes, but businesses need to start planning now for changes to come. Pending the negotiations, the UK will continue to be a member of the EU and must abide by EU law. Therefore, EU nationals will still continue to be able to move freely, work and live in another member state, including the UK. The Chartered Institute of Personnel and Development (CIPD) lists three key areas of employment action that global companies need to start now to prepare for possible changes due to Brexit laws.
As the world is connected now more than ever, job seekers are moving across the globe in search of new experiences and rewarding employment. It is important for organizations with an international presence to create a global background screening program to accommodate local laws and regulations. They must ensure the programs use the results of the background checks in compliance with Canada’s privacy, human rights, employment and other applicable laws. For any Canadian company that has operations in another country or hires employees with international experience, including the UK, implementing a thorough global background screening process is essential for reducing risk and making the best hiring decisions. Companies need to work with legal counsel to create a compliant global background screening program. Global screening involves running different types of background checks depending on the type of hire, the regulated status of the position, level of risk the position poses to the organization and the past countries of residence.
Although the outcome of Brexit is far from certain, there is likely to be an impact on immigration and recruitment of foreign-born workers in the UK, which could potentially make the country less competitive by restricting the talent pool. Employment and immigration laws are bound to change due to Brexit, but it is still uncertain how it will affect background screening. Reach out to your background screening provider and legal advisor to receive the latest on how Brexit will impact background screening. Using a reputable provider of employment screening and background checking services, such as Sterling Talent Solutions, to navigate the complexities of global compliance could save a company a whole world of costly errors. Keep up-to-date with the latest changes in the background screening industry by subscribing to newsletters or webinars, such as those provided by Sterling Talent Solutions.
This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.