Navigating Post-Brexit Employment: A Guide for UK Businesses

The Post-Brexit Employment Landscape

Since the UK's departure from the European Union, the rules governing the employment of EU nationals in the United Kingdom have changed significantly. Free movement of people between the UK and EU ended on 31 December 2020, and since then, EU citizens seeking to work in the UK must follow the same immigration rules as nationals from the rest of the world.

For UK businesses that rely on talent from across the EU — particularly in sectors such as telecommunications, oil and gas, and engineering — understanding the new landscape is not just helpful, it is essential to maintaining a compliant and productive workforce.

The UK Points-Based Immigration System

The UK now operates a points-based immigration system. To hire an EU national (or any overseas worker), your business must hold a valid Sponsor Licence issued by the Home Office. Candidates must then be sponsored under the Skilled Worker route, which requires them to meet a minimum salary threshold, hold a job offer from an approved sponsor, and meet English language requirements.

Key points for employers to understand:

• Sponsor Licence requirement: Without an active Sponsor Licence, you cannot legally employ most overseas workers in skilled roles.
• Salary thresholds: The minimum salary for most Skilled Worker visas increased to £38,700 in April 2024, though lower thresholds apply for shortage occupations.
• Right to work checks: You must conduct compliant right to work checks before employment begins. For EU nationals, you can no longer accept EU identity cards or passports alone — you must use the Home Office online checking service or review a share code.
• Certificate of Sponsorship (CoS): Each sponsored worker requires a CoS, which your HR team or an immigration specialist must assign prior to the visa application.

EU Settlement Scheme: Who Is Already Protected?

EU, EEA, and Swiss citizens who were living in the UK before 31 December 2020 may have applied under the EU Settlement Scheme (EUSS) and received either Settled Status or Pre-Settled Status. These individuals have the right to continue living and working in the UK without sponsorship.

However, employers must verify this status correctly. You cannot simply assume an EU national is covered — you must confirm their status using the Home Office online right to work checking service and retain records accordingly.

Practical Compliance Steps for Employers

1. Audit your current EU workforce — identify those with EUSS status and those who may require sponsorship.
2. Apply for or renew your Sponsor Licence — the process can take 8–12 weeks, so plan ahead.
3. Update your right to work processes — ensure all HR staff are trained on the digital checking service.
4. Review salary structures — ensure roles that will require sponsorship meet the salary threshold requirements.
5. Engage an immigration specialist — post-Brexit immigration compliance is complex and non-compliance can result in significant fines and licence revocation.

How Uniglo Financial Can Help

Uniglo Financial provides end-to-end UK visa sponsorship and immigration support for businesses across the telecommunications, oil and gas, power generation, and engineering sectors. Our services include Sponsor Licence management, right to work auditing, Certificate of Sponsorship assignment, and ongoing compliance monitoring — so you can hire the global talent you need with complete confidence.

Contact our London team today to discuss your post-Brexit employment requirements.