Brexit and EU employees

legal updates

If any of your employees are EU nationals, it is a good idea to remind them to check they have applied under the EU Settlement Scheme.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

The Brexit transition period is due to end on 31 December 2020 and research released by the Confederation of British Industry has revealed that one in five businesses are less prepared for Brexit now than at the start of the year due to Covid-19.

Car dealerships are unlikely to feel the impact upon recruitment in the way the hospitality and the care industries will, but IF any of your employees are EU nationals, it is a good idea to remind them to check they have applied under the EU Settlement Scheme which ensures they can continue to work from July 2021.  

EU, EEA or Swiss citizens and their family members who are living in the UK before 1 January 2021 need to apply to the EU Settlement Scheme to continue living in the UK after 30 June 2021, either for settled, or pre-settled status. 

Those living here for five years already can apply for settled status and those here for less than five years apply for pre-settled status.  

The government has produced an employer toolkit which gives guidance on how to advise any employees if necessary.

Until 30 June 2021, you will need to check a job applicant’s right to work in the same way as you do now. The government has an online service to assist employers with this or you can contact Lawgistics.

The government advice is clear in that employers have a duty not to discriminate against EU, EEA or Swiss citizens.  Employers cannot require EU citizens to show you their status under the new EU Settlement Scheme until after 30 June 2021.

The rules do not apply to Irish citizens who have rights of free movement due to the Common Travel Area, a long-standing agreement in place since the 1920s, which means Irish citizens can continue to live and work in the UK as they do now.

Wearewood Services LtdMotor Trade Web Specialists

We offer an all-encompassing web, digital & design service specially tailored to the Motor Industry.

Polly DaviesLegal AdvisorRead More by this author

Related Legal Updates

New employment legislation effective from 6 April 2024

Enhanced employee rights, offering day-one entitlements to carer’s leave, flexible working arrangements, and extended redundancy protection for pregnant employees and those on family leave.

Wages increasing from 1 April 2024

With effect from 1 April 2024, the hourly rates of pay are…

Employment Law: Carer’s Leave

The regulations explicitly safeguard employees from any detriment or dismissal resulting from taking or seeking to take carer’s leave.

Employment Law: Annual Leave Changes

Several significant changes came into force on 1 January 2024 that affect the statutory annual leave and pay entitlements.

The office Christmas party season is here

Where an employee makes comments concerning a person’s body parts or style of dress that are intended to be good-natured but are perceived as offensive…

Update on Rights to Flexible Working Requests

Employers will remain entitled to turn down a request pointing to reasonable grounds as a basis for refusal.

Three new employment laws for 2024

The Carers Leave Act, The Neonatal Care (Leave and Pay) Act and The Protection from Redundancy (Pregnancy and Family Leave) Act.

Get in touch

Complete the form to get in touch or via our details below:

01480 455500

Vinpenta House
High Causeway

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.