In a sector that is heavily reliant on immigration to provide a skilled workforce, it is vital that employers take a proactive approach to protect non-British EU workers ahead of Brexit. Although some concerns over freedom of movement have been alleviated since Theresa May’s latest Brexit announcement, steps must still be taken by the energy sector to prevent an exodus of the industry’s brightest minds.
It is encouraging that an agreement has finally been reached on the rights of EU citizens confirming that they can continue to live and work in the UK in line with the current EU regulations, and most significantly, that the rights of those EU citizens who do not hold permanent residence today will be protected post-Brexit.
However, with highly-skilled workers filling many roles in offshore wind and nuclear industries, many of whom come from EU countries, a skills crisis in the sector seems increasingly likely and urgent action is needed. With many overseas employees already considering alternative options, has the damage already been done?
Employers in the sector, particularly those in nuclear and renewable energy, need to take a proactive approach to ring fence skills where possible by encouraging their EU workers to consider applying for permanent residency under EU regulations if they have been working in the UK for more than five years.
The reliance on EU workers doesn’t only impact the highly-skilled cohort within the energy sector. Employers are advised to offer support to their employees to secure permanent residency as a precaution and to make the process much simpler if they are eventually required to convert their current documentation in accordance with any new changes proposed in the run up to Brexit. Specifically, employers can help by assisting with documentation to evidence the worker’s employment – P60s and contracts for example and supporting the application process itself.
With the government taking a significant amount of time to confirm any protection for EU workers, many existing employees have lost faith in the system and may feel that the clarity has come too late in the day. However, it is never too late for employers to send clear and factual ongoing communications to their staff as well as offering briefing sessions or surgeries with interactive Q&A groups. This would not only assist with employee’s post-Brexit questions but acts as an open forum to establish trust between employers and their staff while creating a safe environment to discuss their concerns.
The energy sector has not been one of the main battlegrounds in the Brexit negotiations so far and this needs to change. With the exit date looming, there is a huge amount of politically-challenging legislation that needs to be passed through Parliament in a short time, such as whether the UK will remain in the IEM. With these potential legislative changes having the potential to impact the energy sector as a whole, the industry is going to be even more reliant on having the skills and workforce in place to support any change programme that is required.
As steps to secure the workforce can be taken now, employers are urged to do so and free up time to navigate the industry-wide changes that could rock the energy sector to the core.