International Employment

More than three years after voting for Brexit, the United Kingdom finally left the European Union on 31 January 2020. This momentous event will have far-reaching consequences for businesses and individuals on both sides of the Channel - but not just yet. All those late-night negotiations in Brussels and political upheavals in Westminster have brought us only to what Winston Churchill, in a very different context, called ‘the end of the beginning’.

Human Resources is a data driven industry. With so much company and employee information available, the challenge for many HR professionals is how to utilise it most effectively. No organisation can survive without data, and its importance within the overall business strategy only continues to grow as we enter a new decade.

Entering the second decade of the 21st century, the HR and payroll community have been overwhelmed by social and political changes affecting businesses worldwide, as well as the strong impact of technology in our daily and work lives.

With 2020 just around the corner, it’s that time of year to start looking ahead at what’s to come. But a new year doesn't necessarily bring about completely new trends. Rather it sees a continuation of developments, as well as shifts in certain areas to meet new requirements. Today, work is more fluid than ever before. Workers want to be in control, they have an appetite for real-time information and expect things to get done instantly, whilst on the go. The workforce has an agile mindset and little tolerance for friction. We see this fluidity reflected in how work and life have become even more intertwined and this is only set to continue as we enter into the next chapter of 2020.

The SD Worx team has been busy! Not only did the team exhibit and present at UNLEASH Paris 2019, but we also launched our brand new Global People Services offering for the mid-sized market across Europe.

A recent survey from the CIPD, the HR professionals’ body, found that almost half (48%) of UK employers who employ EU nationals believe that Brexit has led to an increase in the number of those expressing insecurity about their jobs. UK nationals working in the EU are no doubt experiencing similar emotions. 

What will Brexit mean for the social security rights of UK nationals currently working in other EU states, and of nationals of the remaining 27 member states now in the UK? Will these cross-channel workers benefit, for example, from state pension contributions they made in the UK and vice versa if they return to their countries of origin?

The clock is still ticking on the UK’s exit from the European Union and we’re still in the dark about the terms of its departure or what impact Brexit will have on employment both in the UK and the 27 remaining EU member states. With or without a deal and faced with this level of uncertainty, HR and payroll teams need to stay up to date with their HR Brexit planning and be ready for all scenarios.

The summer months can sometimes be quiet for the payroll department, as employees enjoy well deserved breaks. However, with the final quarters of the year approaching, it’s time to get back to work—payroll never takes a break, after all.

We often talk about how payroll technology can improve the efficiency of the HR and payroll department itself, but what about the efficiency of the organization as a whole? With easy access to employee data, the HR and payroll department can help the organization’s better control staffing costs and improve efficiency across the business as a whole.

Brexit. It doesn’t matter whether you’re an employee or employer, there is little clarity over exactly what it means. While the British Government scrambles for an outcome, organisations sit patiently, doing what they can to prepare for all eventualities. Considering that there is no certainty and a myriad of possible outcomes, it makes it extremely challenging for organisations to put plans in place.