According to the Office for National Statistics, the first quarter of 2019 saw the number of EU nationals employed in Britain hit an all-time high of almost 2.4 million. Despite ongoing uncertainty surrounding Brexit, UK businesses have continued to invest in recruitment, creating 100,000 new jobs in the first three months of the year, and EU nationals have helped them to fill those positions. However, impending changes to immigration rules are almost certain to affect this trend and create challenges for UK recruiters.
In the event of a no-deal Brexit, as of October 31st, EU nationals are likely to become subject to the same restrictions other overseas nationalities currently face when seeking employment in Britain. This means UK businesses who wish to continue employing EU workers post-Brexit are likely to need to hold a valid sponsor licence, and ensure sponsored applicants obtain a valid working visa.
The additional complexity of the recruitment process could lead to UK employers experiencing difficulties in filling vacancies. However, one measure that seeks to avoid this situation is the recent update to the Shortage Occupation List (SOL).
The list defines occupations that are especially under-recruited, and therefore subject to exceptions from immigration employment laws. In anticipation of the possible impact Brexit could have for UK recruiters, the government engaged the Migration Advisory Committee (MAC) to review the SOL for the first time since 2013. Published in May 2019, the proposed list includes the additions of such diverse occupations as veterinarians, web designers, and secondary school teachers.
Employers recruiting for roles on the SOL can benefit from the following advantages:
- No need to pass the Resident Labour Market Test (RLMT), which shows an attempt has been made to recruit domestically. This makes a saving for employers in terms of vacancy advertising and recruitment time
- These jobs are automatically granted a high level of points in the visa system, so a migrant cannot be turned down for sponsorship, even if the annual cap on the Tier 2 scheme has been reached
- The job does not need to meet the minimum salary threshold required for settlement after five years
- Visa application fees are lower if the occupation is on the SOL, making it more attractive to foreign applicants and their dependants
If you are involved in recruitment and want to find out more about how Brexit and the changes to the SOL may affect the process, the team at UK Visas can help.
Contact us now to arrange a free consultation and find out how we can support your organisation in recruiting from outside the UK.