The UK’s decision to leave the EU has left many employees feeling vulnerable about their job security, a new CIPD survey has revealed.
Increase in workplace tension and division as a result of the vote to leave the UK. Credit: PA
In response to the CIPD/People Management survey, 36 per cent of employers said staff had expressed concerns about job security, while a further 36 per cent of organisations said that non-UK employees had expressed concern about their continuing right to work in the UK.
Theresa May must address utilities industry skills shortage before Brexit, urges training leader
Are you building the next Pokémon Go?
Don Taylor awarded honorary degree from Middlesex University
The survey also highlights evidence of increased workplace tension and division as a result of the vote to leave the UK, with almost one in ten (8 per cent) of respondents saying incidents had been reported and a further 25 per cent saying incidents had been hinted at but not reported.
Ben Willmott, Head of Public Policy at the CIPD, the professional body for HR and people development, said: “There is no doubt the vote to leave the UK has had a significant impact on the workplace with many people worrying about their future employment prospects. This is especially true of non-UK nationals, with many clearly concerned about their ability to continue to live and work in the UK after the vote.
“The Government needs to clearly set out their plans at the earliest opportunity for non-UK citizens to give those workers the clarity and security that they are seeking.
“Until a clear decision is made by government, many workers will be feeling in limbo so it’s essential that employers do what they can to reassure people during this time.
“For organisations more immediately affected by a vote to leave, for example because they already have plans to relocate headquarters or operations from the UK to elsewhere in Europe, then the emphasis should be on early and meaningful consultation with staff. This will mean consulting so that employees’ views can be taken into account before decisions are taken, that people feel that they have genuine voice, and that they are involved in the change process.