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Professional services firm EY confirms that post Brexit that there will be a huge loss of about 10500 finance jobs will be lost. And this is going to have its effect on various business sectors like bans, technology, car industry, etc. Goldman Sachs in 2017 led the way as one of the vocal banks on Brexit relocation. Asper a French newspaper it says that Goldman Sachs will be opening its branches in EU post Brexit. Post Brexit, it will be hard to recruit skilled employees required for companies. And not only that UK based companies will not able to serve the continental European clients. The industry body of car manufacturers and traders had estimated that a no-deal with Brexit will certainly raise the level of taxes laid on them. Ford company had warned UK regarding the no-deal with EU as that would lead to heavy tax to be paid by car manufacturing companies which in turn force them to relocate their manufacturing location.

1.3 what to expect in future?

After analyzing the entire situation happening in UK after EU left UK, it clearly tells that there will be a huge loss of jobs for companies operating in UK. Not only that all the different business is also going to face serious issues with regards to recruitment and the tax laid upon the companies will raise in such a way that, the companies will be forced to relocate their operations to relocate.

2. implications of brexit on global workforce

2.1 Implications on migration/immigration.

Business leaders in the Uk have called for a more relaxed governonment poicuy in order = save the compnies sfrom potential staffing shortage, after britian leaves EU. May’s governiment are “thinking of reducing the number of immigrants to be less than 100,000 to a year” says bloomberg.

1.EU immigration:

after brexit the policy that allows the citizens to live an dwork freelya around UK-EU will end, says the Prime Minister. Her governimnet has stricted the policies of EU citizens on applying the work permit or the permit to stay, says the quart reports. Currently UK holds around 3.6 million EU nationals, ho account for about 4% and 30% of workforce of all major work sectors. EU nationals will be given a “temporary status “ allwoing them to stay beyond the transion phase in december 2020. This states that may’s strcit rules will have harsh effects on both small and large businesses as well vita public sectors. UK had already suffered shortage of population duiring 1970’s na d1980’s as many of the citizens moved abraod looking out for better conditions. So Uk has already expreinnced with more immigration rather than emigration since 1990’s . Two big and specialist law firms that handle visas for major emmployers say that their clients are not satisfised in finding the right candidatesfor the job offers from abroad. There is a fear that he skilled demployees might leave the company and it will be really hard to find a similar talented employee to fill the gap.

2.2 Imlications of brexit on labour market

The UK labour market is alreading facing the negative effect of the brexit on its labour market, the shortage of European union migrant labour is raising in sectors like accountancy, nursing, cleaning and IT. If the same continues then there will a shortage of 60 different roles, for suitable candidates. Kevin green the chief executive of recuitment and employment confederation has decalred, this is the first time the employment rate has fallen down so badly since 2005. According to a survey of 400 recruitment and employment consultancies about 38 % reported lower permanent candidate numbers available. This study clearly says that Brexit has a very serious impact on UK economy and there will be very a huge shortage of talented employees required for the right posts. The number od temporary employees ha slso fell rapidly since, 2015. Workers are not willing to to move to new jobs , fearing that that may damage their job. And companies are worried abot the new immigration rules sthat will brought, which makes it even difficult for the companies to hire candidates from abroad to fill the gap.

2.3 Impact of brexit on education:

As negoitaions are goin on between UK and EU its unclear regarding what is going to happen on future. There are possiblities for various scenarios. The first and fore most is, brexit ill likely not have any direct effect on students who are now or in future recognised as “international” i.e non -citizens of UK. Meaning that the visa requirments and tution fees that you have to pay will remain the same as it now. But in a “ hard Brexit scenario”, it is possible that European students would in the future be treated like non-European international students, whuch says that the tution fees which will be raised. Interntional students who are willing to study in UK will be limited post brexit due to the laws and policies laid by immigration. If the same immigration laws and policies continue, talented teachers , researchers and professors will be forced to leave UK . At the same time, univerities in the UK stand to lose billions of Euro’s in research funding provided in EU. If you plan to enrol in a Britsih univeristy in the upcoming years, check their official website for their position on Brexit. Certain univeristies, gives guarantees to EU students who enroll to Uk universities if they have enrolled prior to brexitthat it wont effect their status.

2.4 Impact of brecit on employment law:

A white paper is published by the governoment in the year 29march 2017, which speaks about the various policies of trade between UK and EU in th eupcoming years. The white papers also mentiosn about th workers rights that the the current laws will remain same and there eare no drastic changes that will be made to the lws of employment after Brexit. As many ascepts of Uk employemnt laws are form outise the Uk goveronments confirms that there will not much changes in the parental leave, maternity leave, dismissal rights, and minimum wage legislation.

a)Holiday pay: The white paper refers specifically that the calculation of holiday pay entitlement as an example of an area wher existing CJEU case law will be applicable after Brexit. Recent CJEU decisions have establoshed that workers must accure holiday during sick leave,and that holiday pay, must include certain elements of pay beyond the employee’s basic pay.

b)Discrimination: In part, the Equality act 2010codifiesprevious discrimination legislation that has existed in the uk for some time, particularly in relation to sex, race and disablilty ,will have a whole sale change in the area of law. The white papers onfirms that all the protections in EA 2010 will continue to to apply once UK leave EU.

c)Freedom of movement: On 26 june 2017 the UK governonmenthas publihsed a white paper which holds details about status and rights of EU citizens resdidnign in UK. Further on 5 spetember 2017 , the brexit deocument was leaked by Guardian newspaper, which clearly mentions that the UK goveronment has not given any tought about chaninging the rules, status and rights of the EU citizens living in UK.

3. Implications of brexit on HRM policy and practices in international organizartions:

3.1 implications of brexit on hr recruitment ,retention and workforce : There is absolutely no doubt that, brexit has its effects on recruitment and HR professionals, since they will have to play a huge role in the organization’s change for the new policies and practices. The exact effect of brexit on employment legistlation, trade is still not known. UK decsion to leave EU has made it difficult for the HR professionals tp find the right candidate suitablr to fil the vacancy. The resoucing and talent planning survey, reports three fifth companies have been telling that the upcoming 3 years, it wil be ready hard to find senior and skilled/technical employees and two fifth are exepcting that it will be hard to recruiting opertaional staff. When it comes to employing migranst, the survey states that despiste brexit decision, the amount of organziations exepect that recruit EU migrants in 2017 almost equal to amount of EU migrants employyed in 2016.

Increased competion for talent :

The resource and talent planning survey, says that organizations have been strongily agreeing that the competition for well -qualified talent has increased over the past year by 82%. Most organizations focusing on recrutiing talented employyers have updated their websites , such that when employyes are looking for jobs will firsts apply to theie company , and this makes it easy for the organziations for more affective recruitment.

How hard to fill- jobs for organziations :

The spring labour market outlook survey data indicates that the labour market is unable to meet the certain employeer’s needs. Currently about 56% of employers complain that there are unable to fill the vacancies of their organziations. The main reasons for some employees not able to recruit candidates is that they lack proper skills, eduaction , experience, etc..

A recent surevey conducted by CIPD, Hays resourcing and talemt planning shows that 75%HR professionals are facing problems in recruitment. A similar survey was conducted by linkedIn also confirmed the same stauts, but with different data. This warning is echoed, it seems throughout the industry, 90% law firms say that UK’s organizations ill loose their top most talented employees in international firms. Heavy enginerring firms say that, brexit will cause a huge talented employees shortage of 1.8 million.

Generally empolyees those, ewho are working for an organziations quits the job, because either they are thrown out of the organziation or else they are given better opporunity in some other organaziation or sometimes it’s a combination of both.

Common push factors:

1. poor management andd lack of leadership

2.undervalued feeling

3.no scope for progression in career

4.not much develoment opportunities and training is given.

Common Pull factors:

1. better salary packages than previous organizations’s offer.

2.good scope for opportunities

3.more flexible an dfreidnly working work hours.

4. better environment to work and seek news skills.

3.2 How to overcome recruitment and retention problems : .

During unstable times, HRneeds to be alert and awakenat the workplace, pay attention tot employees needs, desiers, ambitions along with their skills and talent. HR’s has to come up with new strategies to measure their performance, reward with bonuses, salary hikes , promtions, etc. unless the HR professional keep th employees happy it is really dofficlut to hold back th employees to be working for the same organzaition. Nigel heap, the managaing director of Hays UK & Ireland , notes the need for focus on increased training as we towards an EU exit .”With skills required for roles changing and an emplais on effecteint leadership, digital and commercial awareness skills, providing professional developmentand trainins is key to improve retention and help filling the gaps of the skilled employees requirment”.

4.Conclusion:

The detailed report clearly states that brexit has huge impications on UK after EU leaving UK. It this report shows and tells how is it effecting HR professionals, and what are the cocunter meausres to be takes in order to hold back the current employees. It discusses about brexit’s impact on employees, international studenst, busniess, etc. this report tells how it is effecting UK. Because of EU leavingUK it has made the a huge shoratge of employees required for orgaziations, not only that the prime minister of UK has made the immigrations rules and regulations even strict such that she can limit the number of outsiders entering Uk for work. This entirely made the busniesses in UK to relocatae because, of the increase in level of tariff’s, shortage of skilled employees,etc.