EU settlement status deadline: 2 days to go

With the EU settlement scheme deadline looming, EU citizens and their family members (including non-EU citizens) need to apply to the EU Settlement Scheme to continue to live, work and study in the UK. The deadline for applications is 30th June 2021 and applicants will need to supply proof of identity, such as a passport.

Come the 1st July, an EU passport or any previously issued EEA residence documents will no longer be sufficient to prove that you have the right to work in the UK. The only way EU citizens will be able to gain the right to work is to show that they have either settled or pre-settled status or hold a valid UK visa.

If you wish to assist your employees with this, here is what you can do:

What can your company do before the 30th of June?

Please note: There is no legal obligation for you to communicate the EU Settlement Scheme.

  • You may wish to direct employees to the information that the government is providing (EU Settlement Applications) and you may wish to access the Employer Toolkit (EU Settlement Scheme – Employer Toolkit).
  • You can provide support and can notify your employees of the looming deadline. This support can come in the form of offering company computers or paid time off to meet the EU settlement status deadline.
  • You cannot be seen to pressurise employees into the process as this is a voluntary scheme and you should not check if the employee has applied.

What should companies do after the 1st of July?

  • Conduct digital checks for new EU nationals and their family members.
  • Only hold a current, valid passport on file for EU workers employed before the deadline.
  • Ensure any checks carried out after the deadline are done in a non-discriminatory manner.
  • Adjust your recruitment process to ensure it’s fair at every stage.

What happens if an employee fails to apply?

The employee is then at risk of losing the right to work and therefore their job in the UK. If they travel abroad, they could be refused entry to the UK which would prevent them from being able to continue service at your business. The second option would be to sponsor the employee as a skilled worker; however, this is costly and requires the employees to hold a sponsor license.

If you need any help or advice surrounding the EU settlement status deadline, our team of HR advisers can help – Please don’t hesitate to get in touch.

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