Disclaimer: The information in this blog is accurate as of its publication date. Any updates after that date are not reflected here.
With the UK leaving the European Union, the UK and other European economies have been affected significantly. With the end of free movement, a deep impact has been observed on the UK labour market.
The University of Glasgow and the University of Edinburgh published a paper in 2018. The Economic and Social Research Council supported the paper to predict a more restrictive policy in the upcoming years.
Now that the new immigration rules have been formally implemented, the rules are more rigid for EEA nationals. These are in line with the Government’s promise to end free movement. From 1 January 2020, EEA nationals are now subject to the same immigration regime as all other non-UK nationals. All employers need to be aware of changes to the rules that may affect their recruitment plans.
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Best Strategies for a Post-Brexit Hiring Process
We at A Y & J Solicitors believe that it would be in the best interest of all businesses to review their recruitment strategies in good time and before they find themselves with key vacancies and a limited talent pool to recruit from. We would like to suggest a few ways to help employers create a post-Brexit hiring strategy. This would help them stay a step ahead with the changes to the immigration rules and sponsor licence policy:
Apply for a Sponsor Licence
The upcoming post-Brexit period will come with a shortage of labour. Since April 2025, the Skilled Worker and Global Business Mobility routes cover nearly all professional roles. So, to be one step ahead, you would need to apply for a sponsor licence if you do not already have one. A sponsor licence allows a UK-based business to hire non-UK residents if they feel that the talent based in the UK cannot fulfil the requirements of the particular position. Additionally, don’t forget to plan the budget for the licence fee (£574 for small sponsors and £1,579 for medium/large) and the Immigration Skills Charge (from £364 per year for small sponsors and £1,000 per year for large sponsors).
You can learn more about the sponsor licence here.
Connect with Recruitment Agencies or Experts
Hiring a recruitment agency or expert Head-hunters will allow you to have access to the international pool of talent. With increased predicted skills shortages, you are best advised to make use of these agencies. Moreover, you can see what the talent market has to offer to your business.
Attract Young Talent
In recent years, a decline in interest from young people in some key Engineering fields has been witnessed. According to an article, the UK government last year invested £84 million in the field of technical education to address the shortage of labour in technical fields. Also, more than 40% of employers in the fields of aerospace, automotive and manufacturing have reported a shortage of skilled labour in the last few years and now with the end of freedom of movement, a further decline in the labour force is predicted.
The best way to attract young talent towards these skill-based career opportunities is to introduce a system of apprenticeship. This may allow them to learn important hands-on skills without having to attend university. Additionally, you don’t have to spend extended periods of time in a solely academic environment.
Diversification
Growing and developing your recruitment strategies over time should be of paramount importance. At times, the eligibility criteria you set for a job may be too rigid and make you miss out on great talent. This is the time to assess your requirements and diversify your workforce, based on skill and talent.
It has been mentioned in multiple studies that less than 10% of women are employed in technical fields in Britain. Unjust recruitment practices against minorities and women have left a huge untapped potential talent pool. Instead, this can be used to harness new energy if one decides.
Employee Retention
Make sure to provide appropriate benefits packages and attractive wages to your current employees. When looking for a job, an attractive benefits package is the first thing a potential employee considers. A good package can keep a current employee motivated and make them feel important. It is also important to maintain a happy working environment to allow employees to feel relaxed and engaged. A positive and stimulating working environment helps increase work productivity and overall performance.
These simple steps can help you grow your businesses exponentially.
Can EU Citizens Come to Work in UK after Brexit?
After Brexit, EU nationals arriving after 31 December 2020 must secure a visa—typically a Skilled Worker visa with a sponsoring employer. In contrast, those living here before that date applied through the EU Settlement Scheme to gain settled or pre-settled status. This lets them keep working without extra permission.
How to Find a Job in the UK after Brexit?
Since free movement ended, EU nationals face the same visa rules as other applicants. First, secure a job offer from a Home Office–licensed sponsor. You can search via the government’s Find a Job service and specialist boards. You can tailor your CV and cover letter in the UK style, try networking on LinkedIn, and explore apprenticeships or mobility routes.
Final Words
Following these steps will help you fill critical roles even after Brexit. Apply for your sponsor licence, work with expert recruiters, bring in apprentices, broaden your hiring criteria and keep your team happy. In doing so, you’ll protect your business from talent shortages and build a stronger workforce. At A Y & J Solicitors, we make sponsor licences and skilled-worker hiring simple. We have handled over 100s of successful Skilled Worker visa applications with a 95% success rate. Our team have achieved an overall track record of 5,000+ successful immigration and visa cases through our dedicated approach to every application. Over the 15+ years of working in UK immigration law, we’ve helped individuals and businesses confidently navigate their immigration goals. We’re proud to be recognised by The Legal 500, but it’s our clients’ peace of mind that matters most. Email us at contact@ayjsolicitors.com and we’ll guide you every step of the way.
