On 31st January 2020, the United Kingdom left the European Union. A transition period followed, lasting until 31st December 2020 during which time, freedom of movement continued to apply. This transition period ends on 1st January 2021, which means you will have to apply for a new status as a beneficiary of the Withdrawal Agreement.
We’d hoped January’s Brexit vote would finally deliver some clarity, but alas, nothing has changed. We find ourselves no closer to an answer than when ‘the people spoke’ back in the 2016 referendum. What is clear however, is that we need to prepare as best we can. As the withdrawal date of the United Kingdom from the European Union (EU) is approaching, many companies are becoming increasingly worried about the impact this will have on their workforce and business in general.
The general take on Brexit is that there is much uncertainty surrounding the outcome of any negotiations. Let’s remember that change is good, and along with uncertainty there is always possibility. In the modus operandi of the British populace: “Keep Calm and Carry On”, how can businesses calmly tackle this uncertainty, not only for their own operational purposes but also to ensure that their employees, both present and future, are reassured of their legal standing? How can individuals carry on and protect their rights to work, study or just reside in their adopted EU member state?