Check EU Employees Right To Work, Warns Bizimply
Hospitality employers will need to keep clear records of their team members’ immigration and right-to-work status as the UK moves into the post-Brexit ‘hostile environment’ from 1 July. Hospitality workforce specialist Bizimply is warning businesses that they need a clear and accessible record of every employee’s status in order to demonstrate compliance with the regulations.
Under UK law, employers face imprisonment and unlimited fines for knowingly employing someone who does not have the right to work in the UK.
Conor Shaw, Bizimply CEO, said: “Just as the hospitality sector is bringing its workforce back as the economy reopens, there is a real danger that many businesses now face a significant new challenge as key employees lose the right to work. Of course, there are legal penalties, but with the labour shortage a challenge across the sector, businesses also need to know they have the enough trained and experienced staff at all times and at every site.”
A leak of Government figures this week shows that around 130,000 of the 820,000 Europeans resident in the UK have yet to apply for Settled Status, despite the hard cut-off of 30 June as the date to apply.
Without confirmation of settled status, EU, EEA and Swiss living in the UK lose the right to work, as well as access to healthcare and other benefits.
Shaw added: “Although the deadline has been known for some time, the uncertainty over COVID and the challenges of communicating with employees during lockdown means that many businesses may not know the status of every employee.
“That won’t be an excuse when the authorities start asking for proof of right to work. UK politicians haven’t talked about the ‘hostile environment’ over immigration for no reason. Proof both that employees have the right to work, and that employers have checked and recorded that status will be essential.”
Employers using Bizimply’s suite of workforce management software can easily and confidentially record all the necessary status confirmation and supporting documentation for employees, and make it available to check if required.
Employers can be jailed for five years and pay an unlimited fine if found guilty of employing someone who they know or had ‘reasonable cause to believe’ did not have the right to work in the UK.
Details of the Settled Status regulations are at www.gov.uk/eusettledstatus. An employer toolkit is at www.gov.uk/government/collections/eu-settlement-scheme-employer-toolkit