{"id":249113,"date":"2018-10-10T16:56:12","date_gmt":"2018-10-10T14:56:12","guid":{"rendered":"https:\/\/www.aesprod.fr\/businesses-how-to-prepare-for-brexit-before-d-day\/"},"modified":"2022-02-24T14:34:06","modified_gmt":"2022-02-24T13:34:06","slug":"businesses-prepare-brexit","status":"publish","type":"post","link":"https:\/\/www.itama-mobility.com\/en\/businesses-prepare-brexit\/","title":{"rendered":"Businesses : how to prepare for Brexit before D-Day?"},"content":{"rendered":"

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Concerns are raising about the possibility of reaching an agreement on the UK\u2019s withdrawal from the European Union. If no agreement is found,\u00a0the Brexit<\/strong>\u00a0will be \u201cthough\u201d and almost impossible to implement. Otherwise, the Member States concerned would be able to take advantage of the\u00a0transition period\u00a0<\/strong>to finally settle the terms and conditions of the Brexit.<\/p>\n

In that case, how to better anticipate the consequences of the Brexit with regard to professional immigration<\/a>?<\/p>\n

The plight of the employees at stake<\/h2>\n

On the businesses\u2019 side, uncertainties prevail, especially over the British employees working in France<\/a> or the French nationals working in the UK.<\/p>\n

In either case, interested parties today benefit from the freedom of movement within the EU area. Under such principle, any EU citizen and their family members may freely move to another EU country to travel, study, work and even reside.<\/p>\n

As of March 29, 2019, the United Kingdom will become a third State to the EU, and conversely.<\/p>\n

When the transition period ends in December 2020, new\u00a0provisions providing for the employer\u2019s responsibilities and obligations towards the foreign nationals involved\u00a0<\/strong>(work permit<\/a>, entry visa, resident permit\u2026) will come into force.<\/p>\n

However, to this day, no agreement on the movement of persons has been reached between the UK and Brussels, and all scenarios remain possible: from the more flexible to the more radical one.<\/p>\n

On Tuesday October 2nd, the British Prime Minister Theresa May even announced that the new rules will give priority to qualified workers by removing the freedom of movement to EU citizens.<\/p>\n

Recommendations from ITAMA<\/h2>\n

Up to now,\u00a0there is no point in anticipating administrative actions<\/strong>. One must wait until the end of the negotiations and will require an additional time for their implementations into the administrations.<\/p>\n

Whenever possible, it is\u00a0advisable to postpone the employee\u2019s mobility between France and the UK<\/strong>. This is all the more necessary insofar as in any case\u00a0after the Brexit, the cost of a British employee in France or of a French employee in the UK will be patently higher<\/strong>. The cost-effectiveness of this kind of mobility will dramatically change.<\/p>\n

In the very specific case where the employees in question hold dual citizenship (which is very common among the British citizens due to the Commonwealth), using the latter for the formalities remain an alternative even though more complex.<\/p>\n

What about the transition period\u00a0?<\/h2>\n

On January 29, 2018, the 27 EU ministers adopted new guiding principles relating to the so-called\u00a0transition period<\/strong>.<\/p>\n

In that period (March 2019 until December 31, 2020), the rights of French expatriates in the UK<\/a> or British nationals residing in France should not change.<\/p>\n

Depending on the length of time residing in the country involved, 2 cases emerge:<\/p>\n