Dissertation by Noemi Ida Rat

The Impact of Brexit on E.U employees working with the U. K Retail Sector ......................................... 1 Blessing Otabor-Olubor ..................................................................................................................... 1 Abstract ................................................................................................................................................. 2 Chapter 1: Introduction ......................................................................................................................... 4 1.1. Background to the Study ........................................................................................................ 4 1.2. Problem statement ................................................................................................................. 6 1.3. Research Objectives ............................................................................................................... 8 1.4. Research Questions ................................................................................................................ 9 1.5. Significance of the study ........................................................................................................ 9 Chapter 2: Literature Review ............................................................................................................... 10 2.1. Immigrants and their effect on the labour market ..................................................................... 10 2.2. Overview of the U.K. retail labour market after Brexit ............................................................. 11 2.3. The implication of Brexit on E.U. workers ............................................................................... 12 2.4. Impact of Brexit on recruiting; both domestic and E.U. workers .............................................. 14 2.5 EU workers after Brexit ............................................................................................................. 16 2.6. How organizations can solve labour shortages after Brexit ...................................................... 18 Chapter three: Methodology ............................................................................................................... 22 3.1. Introduction ......................................................................................................................... 22 3.2. Research design ................................................................................................................... 22 3.3. Research methods ................................................................................................................ 23 3.4. Sources of data and data collection ...................................................................................... 23 3.5. Data analysis ........................................................................................................................ 24 Chapter 4: Results/ Findings and Discussion ........................................................................................ 24 4.1. Exploring the impact of Brexit on the U.K. retail employees and the E.U. workers after Brexit ......................................................................................................................................................... 24 4.1.1 Overview of Migrants in the UK ...................................................................................... 24 4.1.2. Impact of EU workers after Brexit ................................................................................. 26 4.1.3. Impact of EU workers in Birmingham ........................................................................... 33 4.2. Evaluating the challenges facing the U.K. retail industry in recruiting the labour force after Brexit ............................................................................................................................................... 36 4.3. Exploring ways to solve the challenges faced by the U.K. retail businesses in getting the needed workforce after Brexit ......................................................................................................... 41 Conclusion and Recommendations ...................................................................................................... 44 Recommendations ........................................................................................................................... 46 References ........................................................................................................................................... 47

Compared to other sectors where people must work hard for the minimum wage, such as care facilities, hospitality, agriculture, construction, and retail, relatively few E.U. workers are employed, especially those with higher education levels. Trends indicate that from September to Also, IES, (2022) notes that by December 2020, 85% to 90% of the retail section's employees are E.U. workers who are staying in the U.K. for the remainder of the year. Only 15% of E.U. workers are retained by retail enterprises, even though they are in-house employees rather than agency labour. Also, 85% of the retail sector employees are E.U. citizens, and 95% of the drivers who bring in and take out the orders are E.U. citizens and work for various EU-based businesses (IES, 2022). To save money starting in 2020, most companies ended their contracts with agencies and encouraged candidates to apply on their websites. At the same time, they will focus more on their H.R. teams. According to CIPD (2019) report the H.R. staff in the retail industry is now more impacted because they have to recruit new employees, verify all the information about the new hires, deal with extra paperwork, and attend to the needs of the current workforce. On the other hand, retail employers are trying to hire more workers by giving various bonuses and contracts after a short time, but they are still having trouble finding new hires for the busy season ( Davenport and Levell, 2022) . Retail managers are aware that many Britons prefer to remain on benefits. At the same time, E.U. workers return to the E.U., where employers do not even require special documentation for employment and wages are higher than in the U.K. To cover at least 65% of the E.U. workers during the pick period, the companies, which had previously struggled to hire new workers despite giving bonuses and only the minimum salary, have started working with two to three recruiting agencies once more (IES, 2022). Knowing that the government is defending the legal rights of E.U. workers who live and work in the U.K., many E.U. workers, on the other hand, do not feel safe working in the U.K.

also the retail businesses and their employees. The business owners will be offered insights on the nature of the current situation after Brexit and give them better ways to recruit or find new workers. The government and policymakers will also benefit from this study since it will offer them the chance to implement laws and policies to solve the challenges faced by U.K. retail employees and other E.U. workers. Chapter 2: Literature Review 2.1. Immigrants and their effect on the labour market According to Wadsworth (2018), immigrants typically do not immediately replace domestic labour but supplement it. If true, integrating existing delivery with immigrant labour can effectively complete a task (for instance, experienced immigrants can train the local trainees). Demand is increased across the economy as a result of more productive industries. Also, Barrett et al. (2006 ) present another idea that there is no set quantity of work that needs

Following the Brexit vote in 2016, British EU citizens were told that nothing would change and they would not be used as a negotiating chip. In the E.U., similar promises were made to Britons, and both groups intended to be protected under the exit agreement. However, the E.U. has voiced worries about how its nationals are being treated, particularly in the wake of Boris Johnson's statement in December 2020, where he accused E.U. workers of treating the U.K. as their country ( Gumbrell-McCormick and Hyman, 2017) . The figures are important. While 1.2 million Britons reside in the E.U., almost 3.5 million E.U. citizens do so in Britain. Contrary to popular belief, most are employed, including 80% of Britons living in Europe. Many have complicated, inter-border families, frequently including spouses or stepchildren outside the E.U. The transition ended on December 31, and Mr Johnson's desire to halt the free movement of individuals impacted everyone, especially those working in the UK (The Economist, 2020). E.U. nationals who intend to remain in the United Kingdom must apply for "settled status." The Lords and lobbying organizations designed to provide E.U. nationals with a document-based automatic right to remain. The settled-status program demands documentation of residency and, most importantly, awareness of its requirements. The Home Office claims it is succeeding: there have been about 2.8 million applications, with very few refusals ( Ridgway, 2019) . However, the 3m group, which advocates on behalf of E.U. residents, cites instances of mysterious delays. Up to two out of every five applicants have, frequently in error, only been given "pre-settled status," a temporary status. The group is particularly concerned about what will occur after June 2021, when the program's deadline expires. According to Kuba Jablonowski of Exeter University, no program ever achieves 100% coverage, and the Home Office has little understanding of how many people are eligible due to gaps in official records (Partington, 2021). Applications submitted after the deadline might be accepted by the

Furthermore, the CIPD (2021) report pointed out that many organizations are increasing compensation in response, particularly for senior employees and new starters. In the LMO Autumn 2019 survey, 59% of businesses in the private industry stated that they had increased salaries to help with their hiring challenges (CIPD, 2019). Sumption (2022) argued that given the shortage of skilled labour and workers, it appears that Brexit has not diminished firms' interest in hiring European employees. Employers sometimes cite their decision to choose only the most qualified candidates rather than considering applicants' nationalities as the primary justification for recruiting E.U. citizens. The main rationale for semi-skilled or inexperienced positions was that firms could not fill those positions with domestic candidates. Businesses will need to ensure that they have taken the required precautions in advance of implementing new immigration limits in 2021 to enable them to continue accessing the skills that meet their firm's needs ( Tiwasing, 2021). 2.5 EU workers after Brexit Vargas-Silva, (2016) argued that the pledges and guarantees given throughout the referendum campaign may not have accurately represented the complexity of issues like EU national’s migrations and their labour force, according to post-referendum discussions. Although opposition to the free movement of workers was a big factor in the decision to leave the EU, it is quite unclear what this would actually imply for UK immigration policy going forward. Brexit may result in stricter regulations on EU citizens' immigration, but free movement may also be largely unaffected if the UK adopts a strategy similar to that of Norway. Norway is not a member of the EU but the country has retained its access to the EU single market as a member of the European Economic Area. The post-referendum debate made it clear those residents of other EU member states did not automatically have the

2.6. How organizations can solve labour shortages after Brexit J.D. Wetherspoon's boss Tim Martin, who favours Brexit, has urged the government to introduce a visa program for E.U. citizens to assist businesses in hiring more people. Larkin et al. (2012) noted that despite the overall pay stagnation, firms that raise starting salaries could address the difficulty in attracting qualified candidates. Over half of businesses (53%) that had trouble filling positions over the last year boosted starting salaries as a result, with about a quarter (24%) doing so for the majority of open positions (CIPD, 2019). This is an important technique for making the job offer more appealing to potential employees. Additionally, businesses may provide non-monetary advantages. Employers may give non-financial incentives in addition to more competitive compensation, such as genuine career development prospects, breadth of expertise in the field, or flexible working hours ( Sorauren, 2000) . Additionally, Cable et al. (2003) pointed out that organizations can improve their brand, expand existing employment offers with non-financial incentives, or increase recruitment processes, including recruiting employees and raising their salaries. These improvethe organization's ability to hire in the long run and address hiring challenges in the short term. Similarly, policies like the availability of flexible scheduling and transparent career development would aid organizations in attracting and keeping the talent and skills they require ( Sorauren, 2000) . Another approach to addressing the post-Brexit hiring difficulties is workforce planning and development. Labour planning and development should take precedence due to the shortage of available competencies, skills, and labour, which could be made worse by further cuts after Brexit due to the restriction of free movement ( Mihaela, 2018). Businesses must act with increased urgency to carry out strategic staff planning to assist them in identifying the competence, skills, and knowledge needed

£30,000 based on the industry). The study also discovered that productivity loss, which accounts for almost £25,000 of that cost, is the major driver because the time taken to recruit a new is approximately 28 weeks (CIPD, 2019). Therefore, it is rational to argue that a strong case can be made that the funds would have been better spent on retention strategies when companies add up the number of replacement recruits and the costs connected with them. Also, it is important to consider the competitive labour market where hiring is more challenging.

Chapter three: Methodology 3.1. Introduction The research methodologies that were employed during the research process are discussed in this section. It comprises all aspects of the research technique, from research design to the dissemination of the findings. Under this section, the researcher highlights the research design, methods, sources of data, and methods of analyzing the gathered data. 3.2. Research design The researcher adopted a descriptive research design. The design was adopted to evaluate how Brexit will affect U.K. retail employment. Various qualitative and quantitative research techniques are used in the design to gather the information that would help in accurately defining a research problem about the impact of Brexit. The concept calls for utilizing various research techniques to examine the relevant factors. It mostly employs quantitative data, while often qualitative data is included for expository purposes. Contrary to experimental design, it is important to note that when employing descriptive methods, the researcher cannot manipulate or alter any parameters by simply naming, observing, and evaluating the variables in their appropriate contexts. According to Saunders et al. (2009), descriptive research accurately profiles people, events, or circumstances. This approach provides researchers with a profile of pertinent phenomena- related elements from an individual, organizational, and business-focused standpoint. As a result, the researcher collected information about the effects of Brexit on U.K. retail employees from various sources, thanks to the design. As a result, this aided in analyzing the data on the impact of Brexit on the retail workforce, especially for businesses employing E.U. workers.

3.3. Research methods This study used qualitative study method with secondary data sources to achieve the main research goals. The qualitative method is a type of research that concentrates on acquiring data that is non-numerical. The process takes into account both the "what" and "why" of people's opinions (Khan 2014). The method was used because it allows thorough and deeper probing of situations, reactions, feelings, and motivation. This assisted in figuring out how E.U. workers felt concerning Brexit in the retail sector. 3.4. Sources of data and data collection This research entirely relied on secondary sources of data. The researcher opted for secondary data sources because they are cheap, consume less time, and are readily available. Therefore, the researcher utilized the internet to collect secondary data from the relevant websites concerning the impact of Brexit on retail employees and E.U. workers. Furthermore, a literature review of scholarly sources offered more information about the study topic. Review of the literature, desk research, and the retail industry records and reports: The researcher reviewed many documents and company reports online to accomplish the research goals. A literature review can be considered from a methodological perspective as content analysis. Sources of data were obtained from databases like PsycINFO (for psychological literature), Sociological Abstracts (for sociological literature), U.K. Statistics of Labour, European Union and labour database, ABI Inform. The government websites were also such as migrant observatory and other websites covering EU worker’s employment issues. Furthermore, the researcher will focus on the data sources that covering EU workers in Birmingham. The websites used will be first assessed to determine their credibility and reliability.

3.5. Data analysis Obtained data were analyzed using the notions of analyzing qualitative data. However, inferential statistics were used to evaluate the data further. Thematic analysis was also used where the data was divided based on the most relevant themes arising from the gathered data. Analyzed data were also presented in tables, graphs, and excel. 3.6. Ethical Considerations The study did not encounter ethical issues since the secondary data sources were applied. Chapter 4: Results/ Findings and Discussion This chapter analyses the obtained data and interprets it to have a sensible meaning. This is achieved by analyzing the data and discussing the findings based on the grounded theory. This implies that past scholarly work is often cited in supporting the results. The analyzed data focused on providing answers to the three research questions. 4.1. Exploring the impact of Brexit on the U.K. retail employees and the E.U. workers after Brexit 4.1.1 Overview of Migrants in the UK Persons who were born outside of the UK accounted up 9.6 million individuals, or 14.5% of the population, as of the year ending in June 2021. Over 9.5 million people who were born outside of the UK in 2021 compared to 5.3 million in 2004. (Figure 1). The Covid- 19 pandemic appears to have reduced the expansion of the foreign-born populace, although latest projections indicate that net migration remained positive despite a net loss of EU nationals (see the Migration Observatory briefing, Net migration to the UK). See our post "New Measures: COVID-19, the end of the International Passenger Survey, and the

November 2020" for more information on the early signs of the pandemic's influence on UK migrant flows. Even though non-EU immigrants outnumbered EU immigrants during the most of the 2000s and 2010s, non-EU immigrants still constitute the majority of the non UK- born populace. 36% of migrants were reportedly born in the EU in 2021. Source: Migrant Observatory, 2021 From 9% in 2004 to 14% in 2021, the proportion of people born outside of the UK rose. The percentage of foreign citizens increased from 5% to slightly under 10% throughout the same time frame. Because many immigrants eventually become UK citizens, the population's proportion of those born outside of the country often grows faster than that of those who are not citizens. EU immigrants have historically had a lower naturalization rate than immigrants from non-EU nations. This held true even after the EU membership referendum in 2016, despite an increase in EU citizens applying for citizenship. Some children born in the UK are also non-citizens; in 2021, an estimated 350,000 UK-born children (under the age of 18) were EU citizens

4.1.2. Impact of EU workers after Brexit The first research question was to identify the effects of Brexit on U.K. retail employees and E.U. workers after Brexit. To provide data to answer this question, the researcher focused on finding the available data from websites, publications, newspapers, and other relevant sources available on the internet. An article by Jonathan Beech discusses how employees and E.U. workers would be affected by Brexit. The report makes several points, one of which is that work visa requirements will be strict, which will greatly affect the E.U. workers working in the retail sector. The government has previously rejected the notion of a points-based system instead of a work permit-style program. This might put limitations on international students studying and going to the U.K. and prevent E.U. migrants from settling permanently in the U.K. unless they receive a suitable employment offer. Based on the subclass filed under and how long they plan to work in the U.K., entrance clearance for Tier 2 visa applications currently costs between £437 and £1,151 (Beech, 2020). The other thing to think about is what happens if employment contracts expire or if the worker no longer meets the requirements of the new immigration system. More than a quarter of firms believe that their E.U. employees may quit their employment and the U.K. by the end of 2020 (Beech, 2020). Recent CIPD research demonstrates that industries that depend on E.U. citizens are already experiencing skills and labour scarcity (CIPD, 2021). These findings are congruent to Hepburn's (2020) study, which pointed out that any modification to the E.U. setup will affect the labour force. However, the effects will depend on the different sectors of the economy, according to Wadsworth (2018). This explains why the retail industry is more affected since it depends on more E.U. workers to fill in the skilled and semi-skilled labour gap in the U.K. It is important to note that the retail sectors depend more on the semi-skilled labour force of E.U. workers. Therefore, Brexit law has made it difficult for them to obtain the needed visa and work permit to work in the U.K.

Restrictions on E.U. employees bringing across non-UK family members have another effect on the retail sector (Beech, 2017). E.U. citizens coming to work in the U.K. are now restricted to inviting married or unmarried partners and dependent children under 18 if the authorities adhere to the present rules for non-EU worker relatives.If workers, the members of their family, like parents or grandparents, might not be eligible for the U.K. This represents a substantial departure from the current "freedom of movement" framework, and many E.U. workers have now re-evaluated their plans for living in the U.K. after the effect of Brexit. This explains why the U.K. and retail sector is facing a shortage in the labour force. Arguing from the perspective of employee motivation and intentions, many E.U. workers would prefer to work close to their families. Therefore, restricting them from bringing their family members to work in the U.K. demotivates them to seek jobs with U.K. retail firms. Another impact of Brexit affecting retail employees and E.U. workers is discrimination. After Brexit, E.U. citizens who have been permitted to live and work in the U.K. may be biased due to a startling judgment from a high-profile E.U. court. This decision also questions the concept of equal treatment across the E.U. This has significant ramifications for millions of E.U. citizens living and working in the U.K., some of whom have done so for years. The Court of Justice of the European Union (CJEU) maintained the U.K. law that prevents some E.U. residents from receiving benefits. One of the two new classes introduced by the E.U. is "pre-settled status," which is subject to the rule shown below.

Figure 1: Source Home Office, ONS, (2021) The U.K. received 5.6 million applicants for the post-Brexit program on May 31, 2020. The program enables E.U. citizens (and the EEA) to remain to reside and work in the U.K. after the end of April. This is significantly more than the anticipated official figure of 3.7 million (non-Irish) E.U. nationals in the nation when the program was officially launched in March 2019. The most recent scheme statistics are set down by number for each English and Welsh local authority. This enables the comparison of the numbers of E.U. citizens in each country with the official figures (ONS, 2020). However, despite all this, evidence indicates that E.U. workers feel discriminated against despite being allowed to work in the U.K. E.U. workers working in the retail sector felt that discrimination began the moment the Brexit process started back in 2016 based on the Migration Observatory.

Figure 2: Source: The Migrants Observatory 2020. The unfair treatment of someone based on ethnicity, nationality, sexual preference, or religious beliefs is commonly referred to as discrimination. The Migrant Observatory report emphasizes how discrimination against people with migratory backgrounds occurs based on ethnicity, racial group, nationality, and religion. Directly observing and measuring discrimination is frequently challenging because victims often do not realize they have been treated unfairly or on what grounds and perpetrators of discrimination frequently refuse to acknowledge their actions. This may be because doing so is against the law or because they discriminate unintentionally. Because of this, researchers often rely on surveys in which participants answer questions about their opinions on prejudice and whether they believe they have personally encountered it. In 2018, 19per cent of non-EU-based individuals and 8 per cent of E.U. citizens who were born in the U.K. identified as belonging to a group that experiences discrimination due to their nationality, racial origin, or religion. According to statistics from 2018, 16% of immigrants in Great Britain described themselves as "members of a group that is discriminated against in this country" due to their race, ethnicity, national origin, or religion. In figure2.the percentage is greater (30%) among people with foreign-born parents born in the U.K. Most adult migrant children are U.K. citizens; thus, they may be more prone than

those born abroad to view differences through a discriminatory lens. This is because they have higher expectations for equitable treatment in U.K. society than those born abroad. The ethnic makeup of immigrants and UK-born people with foreign-born parental figures differs, but these discrepancies are only partially explained by these distinctions. Also, UK-born people with foreign-born parental statistics are more likely to feel group discrimination even when respondents' ethnicity is considered. Additionally, ethnic minorities born in the U.K. are still in a disadvantaged position compared to white people born in the country in terms of important outcomes like salaries or unemployment (Dustmann et al., 2011), and a portion of this disadvantage is probably due to prejudice. This measurement only reflects respondents' perceptions of group prejudice; it does not attempt to record factual discrimination encounters or events. Since a person's judgments of unjust treatment at the group level are crucial for individual health and well-being in addition to communities' social cohesiveness, scholars and policymakers generally employ indicators like these (Auer and Ruedin, 2019). The migrant majority's views of unequal treatment may be a sign of how accepted they feel by the local community and thus be important to their integration process in the U.K. labour force (De Vroome et al., 2014). With the notable exception of 2014–2016, when similar shares of immigrants who were born in the E.U. and those who were not, the EU-born population generally experienced less perceived discrimination than those who were not born in the E.U.

Figure 3: The Migrant Observatory, 2020 The above figure indicates that in addition to the U.K., the identical field study was conducted in four other European nations (Germany, The Netherlands, Norway, and Spain). Overall, the findings indicate that candidates—whether or not they were foreign-born—were more likely to experience racial discrimination (Veit and Thijsen, 2019). These results support an earlier study that showed that ethnicity, not being a migrant, is the primary cause of discrimination (Quillian et al., 2019). Businesses in all five nations, especially in The Netherlands and the U.K., showed the most bias toward foreign-born candidates of Middle Eastern or African ancestry. The Frontier provides information on the state of the U.K. labour market based on discrimination against E.U. Job Seekers in the wake of the Brexit Referendum. Their article's

main concern was to establish if there was more discrimination towards European job applicants in the British districts where support for Brexit was stronger. The Frontier presents causal evidence that candidates with E.U. backgrounds encountered prejudice when seeking employment in England via a field experiment carried out shortly after the Brexit Referendum. On average, employers called back applications from EU12 countries and Eastern European member countries less frequently than they called back white and British candidates ( Di Stasio and Heath, 2021). Additionally, companies were likely to discriminate against candidates from the EU12 in British districts where support for Brexit was higher. The more advantageous treatment accorded to EU12 applicants looking for jobs in the Greater London area, however, is what led to this outcome. On the contrary, the "London advantage" did not help Eastern Europeans. The more advantageous treatment accorded to EU12 applicants seeking employment in the Greater London area, however, is what led to this outcome. These findings cannot be explained by administrative or legal ambiguities regarding the status of E.U. nationals who have settled in the country, given both EU12 and Eastern European applicants were subject to the same legal requirements in all British areas, including London. Instead, London seems to have a "selected cosmopolitanism" as its cultural environment. These findings contribute to the sparse research on the association between degrees of racial discrimination observed in experimental studies and public sentiment on immigrants (here, represented by the Brexit vote) ( Di Stasio and Heath, 2021). Another impact of Brexit on retail E.U. workers is uncertainty and lack of job security. According to a report by the British Retail Consortium , E.U. workers contribute only for 6percent of the sector's 170,000 workforce. Nevertheless, they are consolidated in distribution and warehouse positions (BBC, 2020). More than half of the shops reported that the right of their E.U. workers to remain in the U.K. was a source of concern. According to

the BRC poll, just over a quarter of retail companies have already seen some European employees depart the U.K. It was suggested that after the U.K. quits the E.U., the retail sector must continue free access to non-graduate European employees. Also, Helen Dickinson, chief executive officer of the BRC, claimed that the Brexit vote had caused uncertainty for both businesses and their E.U. employees. She said that: "It is wrong that these individuals are still protesting 16 months after the referendum since the individuals lack the security to continue working and living in the U.K." She added that: "And from our statistics, it is evident that customers will quickly start to see and experience an effect as they shop unless we have the necessary frameworks in place to enable retailers to attract, employ, and retain people" (BBC News, 2020). The above results are congruent to Simposon's (2022) findings, which pointed out that retail employees are less skilled and make up the largest population of E.U. workers. However, the results indicate that Brexit negatively impacts many E.U. workers due to uncertainty, lack of their rights working in the U.K., and job security. As a result, the retail operations in the U.K. sector are likely to be negatively affected. 4.1.3. Impact of EU workers in Birmingham In light of the Brexit decision, the number of EU workers arriving in the West Midlands has drastically decreased. According to data released by the Office for National Statistics in 2017 there were 6,475 fewer EU citizens who applied for a National Insurance number (NINo) in the region in 2017 than there were in 2016. Campaigners said that migrant workers were "in limbo" and discouraged from relocating to the UK as a result of the Brexit decision and the lack of progress in the negotiations. In the West Midlands metropolitan area, there were 25,700 new

registrations by EU nationals in 2016 and 19,225 in 2017. Locally, Sandwell experienced the largest decline, going from 3,948 in 2016 to 2,705 in 2017, a decrease of 1,243 or 31%. Birmingham was next locally, but with 1,212 less people (23 percent) from 13636 in 2016 to 10517 in 2017).With 560 fewer registrations by EU citizens, or 27% less, Walsall witnessed the third-largest local reduction. Wolverhampton saw a drop of 26% from 4,619 to 3,407. Across all local administrations in the region, the numbers have decreased. The smallest decrease was in Dudley, which went from 994 to 772 by 22%.EU citizens registered for a total of 497,000 NINos in 2017, 128,000 fewer than in 2016.This equates to 73% of the overall 683,000 registrations, which is a decrease of 3% percentage points from 2016, when 622,847 NINo were registered by EU nationals out of an overall total of 821,692 registrations. Source: Birmingham City council (2021)

Birmingham city Council, (2021), pointed out that since the deadline for determining immigration status expires on June 30, 2021, over a thousand EU citizens working and residing in Birmingham were at risk of going "undocumented" in just two days. Due to the new Brexit rules, EU citizens who had been residing in the UK prior to December 2020 must apply for the EU Settlement Scheme, a type of immigration status, in order to continue doing so after June 30, 2021 (Sumpton, 2016). If such residents fail to do that, they risk losing their ability to use public services like healthcare. In a letter to Home Secretary Priti Patel, Birmingham councilwoman Brigid Jones pleaded with the government to extend the deadline for EU nationals to apply for their immigration status, but the deadline has not changed. Priti Patel said that: "I have written to the Home Secretary requesting that the government extend the application deadline. However, there is no assurance that this will happen, so if you haven't already, please applied. I'm sorry you have to go through this, but it is crucial that you apply so you may continue to receive the same benefits here. That is my message to EU nationals" ( Parzygnat, 2021). The actions follow a Birmingham City Council report that suggested 130,000 EU citizens may lose their documentation. The actions follow a Birmingham City Council report that suggested 130,000 EU citizens may lose their documentation. If they don't request the right to remain, they risk losing their access to public benefits. However, according to Brigid Jones, providing assistance to those affected by the pandemic has been difficult. She said that:

"What we do know is that the Covid pandemic has significantly impacted the level of outreach, support, and advice available and has exacerbated existing challenges for people, as well as their ability to access face-to-face services," ( Parzygnat, 2021). Women, older persons, households with dependent children, and survivors of domestic violence are the groups most impacted by this. For these and other vulnerable groups, an extension of the deadline is undoubtedly appropriate. EU citizens have the right to under the EU Settlement Scheme to remain and work in Birmingham, have access to health care, education, apply for pension and British citizenship. According to the most recent data, "up to 94,000 EU citizens" who reside and work in Birmingham are eligible to apply. Although Brigid Jones notes that there are "gaps in national data," Birmingham City Council reported that 90% of Europeans have submitted applications. She said that: "Birmingham has experienced a higher-than-expected amount of applications, similar to other UK cities. However, it is impossible to estimate how many additional persons have still to apply due to gaps in national statistics” ( Parzygnat, 2021). The Birmingham City Council is currently advising individuals to inquire about their immigration status. However, EU rights organizations worry that "huge numbers of people" who ran into issues or who might not have known the deadline might end themselves in the criminal justice system after June 30. 4.2. Evaluating the challenges facing the U.K. retail industry in recruiting the labour force after Brexit There is sufficient evidence that the U.K. retail sector is facing challenges in recruiting the needed workforce after Brexit (Partington, 2021, CIPD, 2021). This research

sought to explore potential employees' most significant challenges, emphasizing the E.U. workers. One of the challenges established is that most of the employees and E.U. workers have reduced interest in working in the U.K. after Brexit. Indeed (2021) statistics indicate that the welfare of E.U. workers seeking jobs in the U.K. has declined since the Brexit process. However, the interests of non-EU job seekers increased significantly simultaneously. Figure 4: Source: Indeed 2021 The above data indicates - the @Indeed UK survey five years after the Brexit vote. The results suggest that searches from Immigrant workers are 45% lower than in 2016. Five years after the Brexit vote, inquiries from E.U. workers are 45% lower than in 2016. The survey also indicates that the interest from non-EU employees has returned to pre-pandemic levels after post-Brexit immigration limits were put in place at the beginning of 2020. Still, interest from E.U. workers continues to decline. In lower-paying U.K. jobs like retail and hospitality, interest from E.U. employees has decreased the most, down 41% since

2019 alone, with interest from the remainder of the globe unable to counterbalance the decline. To fill positions, U.K. companies will likely need to depend more on local and non- EU applicants, according to research from the largest employment site in the world, Indeed. London, June 17, 2021, According to recent research by Indeed, interest from non-EU employees in low-paying U.K. positions is insufficient to up for a 41percent fall in interest among E.U. workers from 2019. Professions in food, hospitality, daycares, and retail are most affected. To commemorate the Brexit referendum's fifth anniversary, Indeed UK examined searches for U.K. employment made by employees living abroad, both in the E.U. and outside of it. The pandemic is not the only reason why EU-based migrants' interest in British employment opportunities is waning. Despite searches from countries outside the E.U. have since recovered almost to before the covid-19 pandemic. However, interest again from E.U. workers continues to decline, particularly in lower-paid positions primarily affected by post-Brexit immigration laws, despite a decline in interest in U.K. jobs from employees from foreign nations during 2020. E.U. workers' job searches in Britain are currently down by 36% from 2019 (and 45percent from the Brexit year- 2016). The end of E.U. citizens' freedom of movement at the start of 2021 could be blamed for the E.U.'s falling interest at a time when interest from employees from other parts of the globe is increasing (Indeed, 2021).It can be noted that the U.K. state's current immigration policy intends to give priority to "those with the best capabilities." Still, it is also making it harder for U.K. firms to recruit employees. This is

especially recruitment for lower job positions like in the retail sector. A good example is the driver's shortage which faced the entire nation early this year. Except for higher-paying positions, interest from employees outside the E.U. is essentially consistent and even increasing, primarily due to job searchers from Hong Kong and Commonwealth nations.Additionally, interest from Irish job seekers is steady. Irish nationals can continue to live and work in the country freely despite being a member of the E.U. according to the two nations' Common Travel Area agreement. Figure 5: Source: Indeed, 2021 According to Indeed's analysis, businesses looking to fill high-paying positions might be able to substitute E.U. applicants with employees from other nations as the U.K. economy recovers and the number of job openings rises. Still, those looking to hire from abroad for lower-paying positions may encounter additional difficulties. This explains why the retail sector faces numerous challenges in recruiting its employees since it depends on low-skilled employees, and their job opportunities are paid low wages.

Conversely, the lack of interest from E.U. citizens in lower-paying occupations, such as those in the cleaning, social care, and loading and warehousing industries, is yet to be entirely offset by non-EU employees, with the global demand for lower-paying employment only growing by 12% (Indeed, 2021). The picture is not the same for higher-paying positions, such as those in I.T., economics and finance, medical, and engineering. Since 2019, searches from non-EU employees on U.K. opportunities have climbed by 39% (Indeed, 2021). Of all U.K. job openings, software developer professions receive the largest percentage of views from international applicants, and interest in these positions has increased significantly since 2019, primarily due to non-EU employees. The second most popular field for luring foreign applicants is mathematics, which encompasses analytical and data scientist employment. High levels of interest come from abroad for jobs in engineering, architecture, scientific research, banking and finance, and media and communications. The E.U.'s workers' claim in such professions has decreased, but visits from the other parts of the world have gradually increased. Based on the above analysis, it can be seen that three aspects contribute to challenges in recruiting employees in the retail sector. One is the declining interest in U.K. job opportunities by E.U. workers. Second is the declining number of job searchers in the U.K. by E.U. workers. It is important to note that when job searches, clicks, and views are reduced, the recruiting organization reduces the pool of potential candidates that can be employed ( Ahmad Azmy, 2018). For the recruitment strategy to be effective, an organization should attract as many potential candidates as possible to increase the possibility of hiring the right employee. The third reason why U.K. retail firms have challenges recruiting potential E.U. employees is that E.U. workers are being replaced by non-EU workers taking up their places. Lastly, the U.K. retail sector is facing challenges in recruiting workers since the job

opportunities available in the industry are poorly paid. As a result, potential employees prefer to seek higher-paying jobs in finance and engineering. Furthermore, the challenges in recruiting E.U. workers can be explained by the increasing migration of E.U. workers from the U.K. back to their European nations. This has been happening since the beginning of the Brexit process in 2016. This is evidenced by the ONS statistics, as shown below. Figure 6: Source: Office of National Statistics, 2018 The above figure showcases the number of migrants coming to the U.K. minus those leaving since 2016. The results indicate that many E.U. workers are leaving the country, reducing the pool of available talent. As a result, the recruiting process has been compromised, especially in the retail sector which accounts for the largest number of E.U. workers working in the U.K. (Partington, 2021). 4.3. Exploring ways to solve the challenges faced by the U.K. retail businesses in getting the needed workforce after Brexit The above challenges in recruiting retail employees and other E.U. workers can be solved using numerous methods. The following approaches can be used to solve the challenges based on the evidence gathered from online secondary data sources.

One is that the U.K. government needs to establish an immigration policy that evaluates the role of E.U. workers in the retail sector. This is supported by the Union of Shop, Distributive, and Allied Employees (USDAW) general secretary John Hannett. They said: "E.U. workers will still be required by the industry to come work in food manufacture, transportation, and retail sectors. We must have a discussion about the future of the retail industry based on facts and data" (BBC News, 2020). An Official government statement supports channel sentiments: "We will have an immigration system that serves the U.K.'s interests when we exit the EU. The opinions of a variety of enterprises will be essential to the development of this" (BBC News, 2020). Based on the above sentiments, the Migration Advisory Committee (MAC) should evaluate the contribution that E.U. workers make to the U.K.'s economy and society and create favourable policies that can accommodate them. Based on the best practices theory, employers must be allowed to submit their ideas through their impartial method to the settings panel of experts independent of the U.K. government when producing the policies. The option of solving the recruitment challenges faced by retail employees is offering better compensation for employees. This is one of the methods recommended by the CIPD to solve the recruitment challenges in the U.K. economy. Furthermore, Indeed surveyed the idea, evidenced by one of their economists, Jack Kennedy. Kennedy said that: " Two contrasting pictures are forming for firms eager to hire talent from overseas as the U.K.'s economy reopens and job postings rebound to pre-pandemic levels." On the one hand, firms paying higher salaries, especially in the tech, science, and engineering fields, might not have any trouble replacing E.U. workers because job seekers from the rest of the globe are becoming more and more interested in such positions. However, foreign employees are not as interested in lower-paying classes as they were just two years ago. To fill the

shortages, domestic servants might be needed. Higher pay may be beneficial, but several industries, particularly the hotel industry, are already having trouble finding all the people they require to fill such positions" (Indeed, 2021). Based on the above analysis, when organizations offer better wages, this attracts more employees to work in the organization. Good wages are regarded as one of the most effective methods of motivating employees. Financial incentives motivate employees to improve their productivity and job seekers to apply for jobs with the organization (Jalava et al, 2015). This can be an effective measure in the retail sector since it has a reputation for paying low- income wages. By increasing the remunerations offered in the new vacancies, more potential workers can be attracted, solving the recruitment challenges faced. Furthermore, research by the CIPD proposed numerous ways to solve the recruitment challenges caused by Brexit in the retail sector. The study suggested using financial and non- financial methods to attract E.U. workers, improve brand recognition, offer career development opportunities, and develop the labour force (CIPD, 2021). CIPD's (2019) survey indicates that production and services continue to have good employment prospects (+20), which is generally compatible with the recent GDP statistics. Manufacturing expanded by 1.3% while services by 0.6percent, based on analysts' expectations of the GDP for that period. However, amongst employers participating in the study, there is significant heterogeneity between sub-sectors. Construction (+37), hotel (+33), and business services (+30) subsectors had the highest levels of recruitment confidence. Healthcare (+6) and governance are in the lowest (–8) position. This implies that U.K. firms must offer their employees greater job security, among the challenges facing E.U. retail workers after Brexit. This is one of the non-financial motivation areas that can improve employee satisfaction and eventually improve recruitment.

Conclusion and Recommendations In conclusion, this research focused on exploring the impact of Brexit on retail employees and E.U. workers. More than three million non-UK people are leaving the country. It is tragic that so many successfully assimilated EU nationals are leaving the UK. Many of them are long-time residents of the UK who have made the decision to leave after 600 days of uncertainty. The UK is losing the fight to draw in and even keep the "brightest and best, employees. It's not just that the European economy is expanding or that the UK is the only developed nation where real wages have decreased over the past several years despite an expanding economy in the last 10 years that is deterring the EU workers. As indicated in the above analysis, the retail industry has been one of the most affected sectors in the U.K. after Brexit. This is especially true in its labour force composed of E.U. workers. The researchers noted that the retail sector is highly composed of European immigrants, who form the largest number of E.U. workers. After the implementation of Brexit in 2020, the law required these migrants to return to their respective nations. The job opportunities which they were undertaking were then reserved for U.K. nationals. The existing E.U. employees were required to obtain new visas and working permits in compliance with the Brexit law, a process which is termed as cumbersome. This move prompted many E.U. workers to leave the U.K. and seek new job opportunities within the

E.U. nations. As a result, the U.K. labour market was greatly affected since a considerable labour market of the country was made up of E.U. workers. Also, the most affected sector is retail since it comprises low-skilled employees who include the largest population of E.U. workers. The study established that Brexit has had significant impacts on E.U. workers after its implementation. One is that Brexit made the E.U. workers lose their jobs since they were forced to return to their native nations. Also, the employees faced discrimination in the U.K. labour market since the Brexit law did not favour them. Employers in the U.K. are currently expected to consider the employee's nationality before recruiting an employee. This move makes the E.U. employees feel discriminated against when seeking jobs in the retail sector. Also, the study established that Brexit impacted the E.U. workers' rights of working in the U.K. Many employees feel that they have little or no rights when working in the U.K. Furthermore, the employees are facing uncertainty since the initiation of the Brexit process in 2016 hence making them less conformable with the job positions which they are currently occupying. Finally, the paper concluded that Brexit had impacted the E.U. worker's security to tenure. Most employees feel that they have no job security, reducing their job satisfaction. Due to these challenges facing the E.U. workers, most opted to leave the U.K. job market, creating difficulties in recruitment, especially in the retail sector. This research concluded that the retail sector is facing numerous challenges in recruiting employees. The shortage of employees causes these challenges. This is because most E.U. workers left the U.K. as per the Brexit directive. This implies that the retail sector was greatly affected since it depends mostly on E.U. workers. Also, the challenges in recruiting employees are caused by reduced interest in working in the U.K., accompanied by concentrated job searches. This implies that businesses cannot attract many potential workers to work in their organizations.

Additionally, the retail sector comprises low-skilled workers who are paid poor wages, making the job offers unattractive to potential job seekers at the domestic and E.U. level. While E.U. workers have lost interest in U.K. job opportunities, the non-EU job seekers' interest has grown significantly. This has made it difficult for retailers to recruit E.U. workers. To solve the above challenges, this paper suggested that U.K. retail businesses consider offering better salaries to attract more potential employees. Currently, many E.U. workers are only interested in well-paying jobs in the U.K. rather than retail jobs. Also, retailers in the U.K. can offer career development activities, plan their labour requirements carefully and offer job security to E.U. workers. Recommendations Based on the challenges faced by EU employees working in the UK like discrimination, lack of job security and inability to bring their family members, I recommend that these individuals should consider applying jobs to other EU nations offering better working environment. Alternatively, the EU workers can consider bargaining for a better working environment, job security, and equal rights before signing any contract to work in the UK. This will be important in protecting them from the challenges faced by non-UK employees. Additionally, for EU workers considering to work in the UK retail sector, they should be prepared to face the tough verification process involved. They should start their application on GOV.UK, and they have to show that they satisfy the necessary requirements and earn the necessary number of points for the visa requested. They must also prove that their identification as part of their application. The interested EU workers will also be required to pay an application fee and, if they plan to stay in the UK longer than six

months, they might also be required to pay the Immigration Health Surcharge in order to use the National Health Service of the UK. For EU workers residing in Birmingham, I recommend that EU workers to continue applying for work permit since the city has permitted them to do so. Based on the more than 90% of the EU workers who left after Brexit, there are still many job opportunities which can be explored by the EU workers. On the other hand, this paper recommends that retail employers must embrace technology in handling most of their retail operations to improve efficiency and reduce the number of human labour needed. Also, to be able to take advantage of Brexit prospects, it is recommended that retailers become more agile in the constantly evolving retail market. Retail companies must transform their business strategies to maximize capabilities if they want to succeed in the post-Brexit era. A post-Brexit reactive strategy's pillars must be adopted: consumer centricity, based on effectiveness and agility. U.K. retailers must strive to comprehend their clients and further customize the buying experience to recognize possibilities earlier and offer popular goods and services that clients will want to purchase. They should also look into global consumer markets, and they must be wise to expand their retail operations by entering international markets. For instance, the U.S. is regarded as the second largest market for retail, making up 11% of the U.K.'s exports total of $51B.2 (Watson, 2017). Therefore, such opportunities can be explored by the U.K. retail businesses to remain sustainable in the market. References Ahmad Azmy, S.E., 2018. Recruitment strategy to hire the best people for the organization. Journal of Management and Leadership , 1 (2).

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