How will Brexit impact your workforce?

Georgia Doyle
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On-demand staff can solve your post-Brexit workforce planning

With more than 2 million EU nationals working in the UK, the aftershock of Brexit (whatever the deal) will be felt by employers everywhere. And for sectors like retail and hospitality where EU workers make up 10% and 30% of the labour force respectively, the impact will be especially great.

With so much uncertainty around recruitment post-Brexit, businesses need to prepare by thinking outside the box and embracing creative workforce planning.

Illustration10Understanding the impact

Workers’ perceptions of the UK have taken a dive in the years since the referendum, and many employers are already anticipating staff shortages, increasing recruitment costs and a high staff turnover.

A 2018 survey by YouGov showed that around 1 in 10 workers - or 330,000 people - within the restaurant, bar, catering and hotel industries considered leaving after Brexit.

Further, almost 1 in 5 people (18%) of hospitality managers said it was noticeably harder to recruit talent now, while 16% said they didn’t think they would be able to fulfill their staffing requirements in the next 5 years.

Short term solutions don’t work - long term flexibility does

Higher pay rates are often suggested as a way to make hospitality and retail jobs more enticing. While higher pay is one factor for workers, in the current climate, it’s not a sustainable solution for many high street businesses in the long term. Churn is more often down to lack of flexibility, when work doesn’t fit with an individual’s personal commitments or ambitions. Workers are looking for fair pay but also far more control in terms of where and when they work.

Staying agile post-Brexit

It’s expensive to acquire, screen and onboard candidates at the best of times. Those costs shoot up when there’s a dwindling pool of experienced applicants. Luckily, Catapults on-demand work app is giving businesses an alternative nationwide, meaning it’s never been easier for businesses to bypass that process altogether.

Now, employers across the UK can fill shifts with experienced candidates who have undergone right to work checks, vetting and even brand training. Plus, you can save money and stay agile by building a rota around your core staff and flexing up and down according to peaks.

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