Impact of Hard Brexit on HRM and Expat Employees in UK Retail Sector

This dissertation aims to assess the impact of hard brexit on HRM and expat employees in the UK retail sector. It explores the challenges faced by HR departments in managing human resources and provides recommendations for dealing with the effects of brexit. The study examines the concept of hard brexit, the current trend of expat employees in the UK, and the impact of brexit on HRM in retail firms. It also identifies the challenges faced by expat employees and recommends strategies for HR practices.

Dissertation

Acknowledgement
On the very outset of this dissertation, I would like to extend my sincere and heartfelt
obligation towards all the persons who helped me in this endeavour. Without their guidance,
help, cooperation and encouragement I would not have headway in the project.
I am extremely thankful and pay my gratitude to my faculty for their guidance and support
for the completion of the research.
I am acknowledging with a deep sense of reverence, my gratitude towards my parents and
member of family who has always supported me morally and economically.
At last, not the least gratitude goes to all of my friends, who directly and indirectly supported
me to complete the project,
Thank you

TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION..............................................................................................6
Background of the study........................................................................................................6
Research aim and objectives..................................................................................................6
Research questions.................................................................................................................6
Rationale of the study.............................................................................................................6
Significance............................................................................................................................6
Structure of dissertation.........................................................................................................7
CHAPTER 2: LITERATURE REVIEW...................................................................................8
Overview of Brexit.................................................................................................................8
Impact of hard Brexit on HRM..............................................................................................9
CHAPTER 3: RESEARCH METHODOLOGY.....................................................................14
Research type.......................................................................................................................14
Research approach...............................................................................................................14
Research philosophy............................................................................................................14
Data collection.....................................................................................................................15
Sampling..............................................................................................................................15
Data analysis........................................................................................................................15
Reliability and validity.........................................................................................................16
Ethical consideration............................................................................................................16
CHAPTER 4: DATA ANALYSIS...........................................................................................17
CHAPTER 5: FINDINGS & DISCUSSIONS.........................................................................28

REFERENCES.........................................................................................................................31
APPENDIX..............................................................................................................................34

Topic: To investigate the impact of hard brexit on human resource management (HRM)
and expat employees in UK within retail sector
CHAPTER 1: INTRODUCTION
Background of the study
In the current times, Brexit is recognized as the significant aspect or issue within UK.
Moreover, after leaving Eurpean Union (EU), there will be change in several rules and
regulations pertaining to UK. In UK, there are several employees who belong from European
Union. In this regard, HR department of UK retail firm will face issue pertaining to manage
human resources. Moreover, following brexit strategic HR issues will occur in relation to
freedom of movement and retention of EU staff. In the current times, UK economy is
experiencing the condition of full employment. Highly qualified and experienced workers are
doing job in UK which shows migrants as main contributors in an economy. In addition to
this, rule of workers migration will also be changed after brexit. All these aspects create
challenges in front of HR department to a great extent. The present dissertation will provide
deeper insight about brexit and manner in which HR practices of UK retail firms get affected
following this situation. It will also shed light on the tools that researcher employs for
discovering suitable information. This dissertation highlights the level of influence and
strategies that HR managers should undertake for drafting competent framework for
workforce planning and retention.
Research aim and objectives
Aim
The main motive behind conducting present investigation is to assess the manner in
which hard brexit impacts HRM and expat employees working in UK retail sector.
Objectives: Referring above aim following objectives has been presented such as:
 To develop understanding about hard brexit and trend of expat employees in UK.
 To ascertain the influence of Hard brexit on HRM of UK’s retail firms.
 To identify challenges that expat employees will face due to brexit.
 To recommend strategies to retail firms in relation to dealing with hard brexit
pertaining to HR practices.

Research questions
Q.1 What is the concept of hard brexit?
Q.2 What is the current trend of expat employees in UK?
Q.3 What is the impact of hard brexit on HRM in the context of UK’s retail firms?
Q.4 Which challenges expat employees in UK are facing due to brexit?
Rationale of the study
The main reason behind conducting current investigation is to ascertain the level to
which HR practices will be affected due to brexit. It is considered as an issue because after
brexit UK would not become able to attract talented people from EU zone. In the retail sector,
employee turnover is already high which in turn directly impacts business operations and
functions. In this regard, it becomes essential for the firms, operating in retail sector, to
develop highly skilled and talented workforce. In addition to this, following brexit, there will
be significant reduction in the EU citizen who came UK for working or employment purpose.
This in turn recognized as an issue now because UK has formally ceased its membership of
EU. Thus, now HR authorities of UK retail firms need to lay emphasis on developing
strategies for workforce planning and dealing with the condition of brexit effectually.
Significance
Outcome of the present investigation is highly significant which provides UK retail
firms with a framework that helps in dealing with issues may occur as a result of brexit.
Further, it will also give high level of assistance to other scholars who wish to conduct study
on similar topic. Now, brexit is cotemporary issue so results of this study will help
researchers in developing hypothesis for further studies or investigation. In this way, such
study will offer benefit to several stakeholders.
Structure of dissertation
Chapter 1: Introduction
First chapter of dissertation includes brief overview of hard brexit and its impact on
HRM as well as expat employees in UK. It contains aim and objectives upon which whole
study is based.
Chapter 2: Literature review

In chapter 2, books, journals and scholarly articles will be evaluated with the motive
to attain objectives from theoretical perspective. This chapter of dissertation is highly
significant which in turn helps in interpreting primary data set effectually.
Chapter 3: Research methodology
This chapter of dissertation presents tools and techniques that will be employed for
addressing research question or issue. It entails research type, approach, philosophy, data
collection and analysis method that help in fulfilling research aim and objectives
Chapter 4: Data analysis & findings
It is the main part of dissertation which presents findings of research through the
means of thematic analysis. For ensuring better understanding about results graphs have been
added.
Chapter 5: Conclusion & recommendations
This chapter concludes findings derived from data analysis section and strategies that
HR of retail firms can adopt for dealing with the situation of hard brexit.

CHAPTER 2: LITERATURE REVIEW
Literature review is the type of a review of any article. Thus, it is the scholarly article
which involves the current knowledge that further includes substantive findings as well as
some theoretical and methodological contribution for a particular topic. In the same way,
current section review some articles in order to determine the impact of Brexit upon HRM as
well as expat employees so that it will help to gain deep understanding of this topic. This
section describe meaning of Brexit and then examine how Brexit affect HRM and its impact
upon business operations. Further, it also describe the how Brexit affect expat employees.
Overview of Brexit
According to Benjamens and et.al., (2020) Brexit refers to that decision when UK
leave European Unions. Thus, it involves the process of negotiating the new trade deals,
citizen registration rules and boarder etc. So the process actually started on June 23, 2016
when referendum is passed by 51.9% to 48.1%. Moreover, Thomson (2020) support that if
UK does a hard Brexit then country have to attain more freedom in order to create their own
trade deals with other countries. So, the hard Brexit is that situation, where UK have to give
up access to a single market and custom unions. For instance, under EU law, a candidate of
another EU nation may decide to move or live in UK and they did not have any restrictions.
But this in turn, leads to increase immigration into Britain and also created difficulties to
fulfill the need of house and people. Hence, through hard Brexit, UK will possess full control
over their borders.
Latorre, Olekseyuk and Yonezawa (2020) argued that being a part of EU, UK benefits
from trade deals between EU as well as other world powers. Thus, through this deal, EU
applies stronger bargaining power because it has a largest economy. So, leaving UK would
lose negotiating power as well as free trade from other European countries. Not even this, UK
also try to recreate trade deals with other countries but unfortunately it get low favorable
results. Breinlich and et.al., (2020) also supported that the uncertainty of Brexit not cause
economy but also business operations of UK. Such that due to hard Brexit, goods and
services will be charged heavy tariff and as a result, it increases the cost of raw material into
Britain . Thus, most of the company also got affected with the Brexit and this in turn affect
the decision taken by HRM in top companies.

Impact of hard Brexit on HRM
In the opinion of Zyla (2020) Brexit creates a direct impact upon the HR and their
planning such that most of the HR also find it difficult to attract right talent and retain the
existing one. Not only this, the value of pound also creates a direct impact upon the company
such that they have to paid high to the professionals from other countries. As the cost of
living is also high due to hard Brexit and this is consider one of the most significant concern
for the workers too. In that situation, UK also suffer from the skill shortage and it will also
takes lots of years to fill. If Brexit agreement also involves expatriation of EU workers, then
this will also difficult for business because it may restrict to free movement of workforce.
Hassan and et.al., (2020) present their views that Hard Brexit creates direct impact
upon recruitment such that it increase the number of EU citizen which come to UK to work
and as a result, it did not rise with overall employment market. Thus, report from Labour
Market Outlook also states that the share of organization reporting that it is quite hard to fill
the vacancies in the firm. Also, these vacancies are raise from 56% to 61% from 2017 to
2019. As a result, many companies also increase the salaries and further as per the LMO
report 2019, it is estimated that there is a 595 increment in private sector employee’s salaries.
On the other hand, McGrattan and Waddle (2020) also argued that Brexit also affect the
workforce planning in negative manner such that country faces issue of scarcity of available
skills and labor. Thus, due to sudden vacancies, HR of the top companies have to fill the seat
at urgent basis and as a result, they did not focus on learning and development.
Thus, from the 2018 statistics data, it is evaluated that 72% of the employers have
dedicated training budget, growth but due to Brexit it is lower down. On the other hand, more
than half of the people state that leaving EU had do not create any impact upon training and
skill development, but some of them state that it affect on HRM. Therefore, it is clearly
reflected that some of the employers are get back and also invest upon mitigate actual risk of
skills shortage within a country (Brexit and its implication, 2020). This is further supported
by Kim (2020) that organization who employ EU nationals are actually more as compared to
employers who do not recruit EU employees. They also invested upon new employees as
compared to existing or older employees. Therefore, it is clearly indicate that companies who
employ EU migrants were actually making wider efforts in order to find out the labor who
build workforce skills easily.

On the other hand, Reiche, Lee and Allen (2019) stated that Brexit also create
negative impact upon the employment law such that HR professionals takes more time in
order to make sure that company comply with all the defined laws and regulation. While,
many of the companies remain same, though there are many laws which are fall under this
category such that Anti- discrimination law, family time and working time. Thus, after Brexit
government suddenly changes many employment laws but some of them remain same such
that fair working hours and equal treat of employees. But in this situation, HR of the
company takes enough time in order to understand new law and implement the same into the
working area. On contrary, Csillag (2019) argued that putting entire time into laws, will
affect HR in opposite way such that they cannot provide full attention on other practices i.e.
employee engagement and as a result, it leads to leave job and increases employee turnover
rates too. So, putting extra effort in this situation, leads to increase cost and which in turn to
decline the financial performance of a company too.
Mendy (2018) provide their opinion in their study that through migration, the entry in
UK has yet to be disclosed but it could also potentially work through visa basis. Thus, using
visa system, most of the employees actually cause a great deal of work for employers and
also forced to complete application submission and time their seasonal workers. Therefore,
for HR of top companies, it is consider one of the most time consuming method. Not only
this, communicating with employee and the government also taken up enough time and as a
result, it increases wake of new data protection laws which should also be comply by
company. Therefore, HR system of the company also got affected because if UK workers are
traveling in EU for business purpose then they have to carry visa. While Chiang, Lemański
and Birtch (2017) stated that in the case of soft Brexit, these type of impact is actually
mitigated, but migration is consider the main sticking point after Brexit. That is why, any
changes to border is one of the big concern for the UK territories as a result, HR of the top
companies face issue but they have to make sure that they receive fair treatment when
working in any company.
Impact of Brexit upon Expat employees in UK
According to Hall (2020) around one million of the UK nationals are working across
EU and Brexit affect them all. Most of them are relocated on the long term or on permanent
basis, while many of them are based temporary. Thus, Brexit not only affect the movement of

trade but it do affect the expat employees as well. Further, the head of business immigration
at Bird & Bird also tell in HR magazine that the situation for UK nationals working in EU is
quite volatile and also, there has been a lack of reciprocity on the part of EU member states.
Through HR of the company faces lots of implication but beside this, UK employers also still
handling different working permission which is offered by every state members.
On the other side, Brahic and Lallement (2020) also stated that when UK exit from
EU, it open way for the government and also revoke different employment law without any
interruption from Europe. While, on contrary, Brexit further allow UK government to make
alteration in their employment laws such that protection from unfair dismissal and
discrimination which are unlikely to be altered. Thus, it create direct impact upon the
business who are operated in UK and companies consider the immigration implication for
their current workforce in many situation. One of them is, if UK leaves EU on any specific
dates then, the person who are residing or working in UK before that date will have to stay
there till the EU settlement scheme.
In addition to this, also evaluated that Vathi and Trandafoiu (2020) immigration is the
major concern for the companies because it creates direct impact upon employees as well as
their families too. Such that if UK leave EU with a deal of specific transition period then it
will allow the free movement between UK and EU. Even as per the InterNations Expat
Insiders 2018 survey report shows that UK is now ranks in bottom 10 expat destination. Also,
Great Britain also slid in a global survey on fostering and attracting talent and as a result, it
falling to 23rd range out of 63. Thus, it reflect that Brexit affect the employees and statistics
also confirm that most of the EU employees are moving in UK and that is why, the country
become one of the less attractive destination for global talents. Further, Khattab and et.al.,
(2020) stated that UK government also put lot of efforts in order to maintain or access the
talent so that it will assist to build successful economy.
Koch (2016) evaluated in their study that due to Brexit, there is a loss of GDP and
most of the employees loss their job and it also create negative impact upon Expat
employees. Such that in City of London, many people loss their job because most of them
are exporters and that is why, it affect the overall performance of the country in negative
manner. In the same way when the Brexit date is announced it us analysed that stock market
are likely to change swiftly and it also impact both GBP as well as USD (Brexit update:
effects on employment, 2020). Therefore, this a positive sign for the Americans expat who

living within UK are more likely to see this is a favourable turn of events because of sudden
fall in British pound. Hunt and Wheeler (2017) also support that all the US citizen who are
live in UK with a dual citizenship are also fully fledged EU citizens. Such that if a person
hold US Italian, US Spanish are also required to apply for the settlement status only if they
have been in UK for the five year consistently from Brexit. As a result, US expats will also
be influenced only when they have EU spouse who are currently residing with a UK.
Simpkin and Mossialos (2017) present their views in the study that British workers
are also already fully employed in EU member state and this is currently unlikely to see any
difference in how they are treated. But author also state that working in EU could be more
difficult for UK expat. Such that they will not be longer have any right to work in another EU
state and as a result, they have to apply for a Blue Card. This is specially designed by
government so that they make Europe more attractive destination for the professionals from
outside EU. So, this scheme is actually help the professionals so that they become world's
favourite migration destination because of many reasons. Like, working and salary
conditions equal to nationals, get equal employment rights, permanent residence perspective,
freedom of association and many more. On the other side, Vathi and Trandafoiu (2020)
critically evaluated that in order to make EU more attractive working destination, this Blue
Card scheme is not granted from UK who want to work in UK post Brexit. Therefore, they
have to met with three condition such that Non EU Citizenship, educated or skilled, work
contract or bidding job offer.
Moreover, Brexit did not only create negative impact but it also provide different
employment opportunities to expat employees such that Hall (2020) stated that there may be
chances of having a new free trade deal between UK and US and for that top companies have
to hire new employees and at that time, they use expat employees. Therefore, this new free
trade deal also see new employment opportunities for US expats in UK and as a result, it may
replace EU citizens by US citizens. Beside this, any US citizens currently working with EU
companies also have alternatively relocate to EU an also follow many EU companies also
leaving the UK post Brexit. Thus, it is clearly reflected that most of the US expats are
currently residing within UK are actually more likely to be positively impact by this Brexit
results, unlike those who are EU citizens. Further, it is also foresee there are negative
consequence of Brexit for US nationals only when they tie to EU because of holding dual
citizenship and also having a relationship with EU citizens who may leave after impending
the Brexit date. Therefore, it is clearly reflected by Watts (2017) that by taking decision of

implementing Brexit then it will definitely extend the market but UK employees or business
will no longer negotiate with EU and start trading with other countries. But on the other side,
it also increases cost and as a result, it affects the overall performance of the country as well.

CHAPTER 3: RESEARCH METHODOLOGY
RM refers to the specific process or techniques that are used to assess and analyze
information for deriving suitable result. In this, to ascertain the influence of hard brexit on
HRM and outside employees following tools and techniques have been employed:
Research type
In research, there are mainly two types namely qualitative and quantitative that can be
undertaken by the researcher. Selection of research type is influenced from the type of issue
being investigated. Qualitative research implies for the exploratory investigation which
focuses on gaining understanding about underlying reasons, opinions and motivation. It is
used to examine uncover trend and evaluating issue deeply (Hennink, Hutter and Bailey,
2020). On the contrary to this, quantitative study is employed for quantifying issues by
collecting numeric data set. It focuses on undertaking deductive process for resting pre-
specified concepts and hypothesis. Statistical tests are used in quantitative research for
presenting generalized results.
In order to assess the impact of Brexit on HRM and expat employees in UK with
regards to retail sector qualitative research type has been selected. The reason behind the
selection of qualitative type is that concerned issue cannot be presented in numeric format.
Accordingly, by focusing on qualitative aspects related to the working of expat employees in
UK and HR practices has been presented in the context of Brexit.
Research approach
It implies for the process that consists of methods which need to be followed for the
purpose of data collection, analysis and interpretation. Approaches of research can be
distinguished into two such as inductive and deductive. Inductive approach emphasizes on
the development of new theoretical framework by evaluating observations. In other words, it
is concerned with the generation of new theory emerged from data set (Ghauri, Grønhaug and
Strange, 2020). It uses research questions with the motive to narrow down the scope of study.
Inductive research approach focuses on exploring new phenomena by referring grounded
theories. On the other side, deductive approach of research lays focus on testing hypothesis
by taking into account existing theories and models. Thus, deductive approach mainly helps
in testing theory as it begins with hypothesis. In the current study, inductive research
approach has been selected by the scholar as it assists in addressing qualitative issues or

aspects effectually. On the basis of such approach, new theories have been presented in
relation to dealing with aspects regarding HRM.
Research philosophy
Research philosophy implies for the manner in which data will be gathered, analyzed
and undertaken (Nielsen, 2019). Philosophies mainly include interpretivism and positivism
that should be selected by keeping in mind research type. Usually, interpretivism philosophy
is used by the researcher in qualitative investigation (Quinlan and et.al., 2019). On the
contrary to this, positivism philosophy is used when realistic facts and figures need to be
analyzed for presenting appropriate solution of issue. Thus, for analyzing the extent to which
hard brexit impacts both HRM and expat employees in UK interpretivism philosophy has
been used. On the basis of this, research issue has been investigated by interpreting
qualitative facts or aspects.
Data collection
In research, data collection is highly significant for investigating and evaluating
concerned issue. Primary and secondary are the main two methods which researcher can
employ for data collection. Data which is gathered by the researcher, for the first time,
through the means of survey, focus group, observation, interview etc known as primary
(Tracy, 2019). On the other side, data that has already been gathered and analyzed by the
researcher considered as secondary.
In this study, for assessing the influence of hard brexit data has been gathered from
both primary and secondary sources. Thus, for primary data gathering survey will be
conducted on 30 HR manager of UK retail sector through the means of questionnaire. By
including both open and close ended questions in questionnaire regarding association of hard
brexit with HR practices and expat employees has been investigated. The reason behind the
selection of survey method is that it helps in gathering appropriate information in line with
research aim. Further, for secondary data collection, books, journals and scholarly articles
related to hard brexit, HRM as well as UK’s expat employees have been evaluated. Referring
this, brief thesis has been prepared which helps in analyzing data gathered via survey
prominently.

Sampling
Probabilistic and non-probabilsitic are main methods which researcher uses for
sample selection. Under probabilistic sampling, each one has equal change for being selected
as sample. It mainly includes simple random, cluster, stratified etc which helps in sample
creation or selection (Kumar, 2019). On the other side, non-probabilsitic technique focuses
on sample selection through the means of technique such as purposive, convenience etc. In
this, for the selection of appropriate sample simple random sampling technique has been used
by the researcher. Accordingly, 30 HR managers of UK’s leading retail firms have been
selected. The rationale behind this, HR managers have better idea about the level to which
hard brexit affects HRM and outside employees working in UK. Further, simple random
sampling technique has been selected as it completely avoids biasness. Hence, by taking
responses from HR manager of UK’s leading retail firm’s results have been presented.
Data analysis
It refers to the process which includes inspection, cleansing, transformation and
modeling of data set for discovering suitable information pertaining to decision making. In
the field of research, gathered data set can be analyzed through the means of either thematic
perception test technique or SPSS (statistical evaluation). Scholar uses SPSS in quantitative
study for testing hypothesis and determining appropriate results (Ravitch and Carl, 2019). In
order to evaluate influence of hard brexit on human resource management data has been
analyzed by taking into account thematic perception test technique. Accordingly, referring
responses gathered through survey several themes will be prepared. Further, results has been
analyzed and supported through the means of brief thesis prepared in LR. In addition this,
graphs have also been prepared for presenting the finding of investigation in the best possible
way.
Reliability and validity
In study, reliability and validity are the main two aspects which help in enhancing the
effectiveness of research. Thus, for ensuring validity data has been gathered from the sources
that published after the period of 2012. Moreover, recently published articles provides
appropriate information about the issue being investigated. In addition to this, for addressing
research issue in an appropriate manner only articles that related to hard brexit and HRM
have been evaluated which in turn shows validity. Along with this, articles have been used
only from copyright protected sources. Moreover, comparatively, sources with copyright

offer highly reliable information. For presenting accurate view of issue no modification or
alteration has been done in data set collected through survey. Considering this, it can be
presented that results are free from biasness.
Ethical consideration
Researcher has complied with ethical aspects with the motive to present effectualness
of outcome. In this, researcher has maintained confidentiality pertaining to information
provided by the HR managers of leading retail firm. In addition to this, consent has also been
taken from respondents, selected for survey, through the means of ethical form. This in turn
shows respondents participated in investigation willing-fully. Along with this, reference list
has also been added at the end of research. This in turn exhibits that content has been
rephrased or taken from such articles rather than copied. Further, citations have also been
done for giving credit to the respected authors for providing information. In this way, ethical
aspects have been fulfilled by researcher to the significant level.
Research limitations
In order to avoid imitations al the possible efforts have been made by the researcher.
Due to having limited time frame survey conducted on only 30 HR managers of UK’s leading
retail firms. Usually, large sample assists in presenting suitable view of research issue. In
order to avoid such imitation simple random sampling technique has been used which assists
in selecting suitable respondents for survey under qualitative investigation. In addition to this,
to address research issue thematic analysis has been done rather quantitative investigation
(SPSS). Statistical evaluation and analysis helps in presenting clear view of research issue
being investigated over other methods. However, in this, referring qualitative investigation
type data analysis technique has been selected. All the above depicted aspects clearly show
that appropriate tools & techniques have been undertaken by the scholar for doing qualitative
investigation in an appropriate manner.

CHAPTER 4: DATA ANALYSIS
Theme 1: Majority of them are completely agree with the concept of Brexit
Are you aware with the concept of Brexit? Respondents
Strongly agreed 20
Agreed 5
Neutral 1
Disagreed 2
Strongly disagreed 2
Interpretation: As per the above graph, it is interpreted that majority of the respondents state
that they know the concept of Brexit such that out of 30, 20 are strongly agree which the
statement. While, 5 of them are agreed and 2 are disagreed with the statement. Therefore, it is
20
5
1
2
2
Strongly agreed
Agreed
Neutral
Disagreed
Strongly disagreed

clearly reflected that most of the employees know that Brexit refers to the leaving EU by UK
and it also cause harmful impact upon the overall performance of the country as well as
business operations.
Theme 2: Majority of the respondents are strongly agree that Brexit create impact upon
HRM
Do you think that there is any implication found in HRM when UK
leave EU? Respondents
Strongly agreed 18
Agreed 5
Neutral 2
Disagreed 3
Strongly disagreed 2
18
5
2
3
2
Strongly agreed
Agreed
Neutral
Disagreed
Strongly disagreed

Interpretation: From the above, it has been interpreted that when UK leave EU, it creates
many harmful impact upon the HRM practices. Such that graph shows that out of 30 HR of
retail industry, 18 are strongly agree with the statement, while 5 of them are agreed, but 2 of
them did not know anything about the statement. Also, 3 of them are disagreed with a
statement, but 2 of them are strongly disagreed. Therefore, majority of them are highly
satisfied that yes, Brexit creates direct impact upon overall business as well as HRM practices
too. Such that, this impact crates both positive as well as negative impact upon HRM .
Theme 3: Most of the respondents state that HR of retail industry face range of
challenges after Brexit
Which of the following is consider one of the biggest challenge for HR
after Brexit? Respondents
Complying with laws and regulation is time consuming process 5
Difficulties in recruitment and selection 8
Retaining existing employees 6
All of these 11

Interpretation: As per the above table, it can be stated that after Brexit, HR of top leading
firm faces range of challenges and that is why, company have to take action accordingly. So,
out of 30 respondents, 5 of them state that complying with new rules and regulation is quite
time consuming process, while 8 of them state that they face difficulties in recruitment and
selection, and 6 of them state that Retaining existing employees is consider a big challenge.
But majority of them i.e. 11 out of 30 state that all these are consider the key challenge for
the company and as a result, it leads to affect the overall performance of the firm in negative
manner.
Theme 4: Most of the respondents are strongly disagree that Brexit create many
opportunities for employees
In your opinion, does UK's decision to leave EU, generate many
opportunities for employees regarding job purpose? Respondents
Strongly agreed 3
Agreed 2
Neutral 5
Disagreed 5
Strongly disagreed 15

Interpretation: As per the table, it can be interpreted that most of the employees are
completely disagreed with the statement that Brexit create many opportunities for employees.
Such that out of 15 out of 30 are strongly disagree with the statement, while 5 of them are
disagree, even 5 of them did not know about the statement. Only 2 of them are agree with this
while 3 of them are strongly agree with the statement. Therefore, it is clearly reflected that
majority of the selected sample are completely dissatisfied with the statement because Brexit
affect the overall business operations and increase workload for HR as wekll.
Theme 5: Developing effective communication strategy is the best action which
company take to cope up challenges
Which of the following actions are mainly taken by the retail industry
in order to cope up challenges? Respondents
Provide effective Communication strategies 18
Conduct Meeting to address issues 5
32
5
5
15
Strongly agreed
Agreed
Neutral
Disagreed
Strongly disagreed

offering legal assistance 7
Others action 0
Interpretation: According to above table, it can be stated that majority of the respondents
state that using effective communication strategy will help the cope up many challenges of
HR. such that 18 out of 30 state that they providing effective communication strategy is best
source to minimize challenges such that complying with laws and regulation. While, 5 of
them state that by conducting meeting in the company will help to let employees know about
Brexit, but 7 of them state that by offering legal assistance from government is consider one
of the best and effective way to cope up with challenge, none of them say any other action
that help a business to minimize challenges. Thus, it is clearly reflected that most of the
respondents are highly satisfied with the statement of using communication strategy to
minimize the challenges of Brexit.
Theme 6: Majority of the respondent are strongly disagreed that Brexit create direct impact
upon expat employees
18
5
7
Provide effective
Communication strategies
Conduct Meeting to address
issues
offering legal assistance
Others action

Do you think that Brexit also create any impact upon expat employees? Respondents
Strongly agreed 18
Agreed 5
Neutral 0
Disagreed 3
Strongly disagreed 4
Interpretation: According to the above graph and table, it is analyzed that majority of the
respondents are completely agree that Brexit also create any impact upon expat employees.
Such that out of 30, 18 are completely satisfied with the statement that Brexit do affect the
employees who leave their country and work in UK. While 5 of them are agree with the
statement, 3 of them are disagree and 4 of them are strongly disagree with a statement.
Therefore, it is reflected that Brexit do affect the employees and even they also loss the jobs
as well. That is why; the situation of UK is deteriorated after the result of Brexit is
announced.
Theme 7: Most of the employee did not know whether Brexit increase the number of
expat employees

Do you think when decision of Brexit is pass, it increase the number of expat
employees? Respondents
Strongly agreed 5
Agreed 7
Neutral 11
Disagreed 5
Strongly disagreed 2
Interpretation: As per the above table, it is interpreted that most of the respondents did not
know whether the expat employees increases after Brexit or not. Such that out of 30, 11 HR
of retail industry state that they did not know anything about it, while 7 of them state that
they are agreed with the statement. But 5 of them are strongly agreed with a statement and 2
of them are strongly disagreed with the above statement. Therefore, it is clearly reflected that
5
7
11
52
Strongly agreed
Agreed
Neutral
Disagreed
Strongly disagreed

most of them did not know about the actual status of expat employees and that is why they
are not sure about the number of employees are increases after Brexit or not.
Theme 8: Majority of the employee state that they did not know whether Brexit create
new opportunities for expat employees.
Do you think Brexit also create new opportunities for the expat employees? Respondents
Strongly agreed 5
Agreed 7
Neutral 11
Disagreed 5
Strongly disagreed 2
5
7
11
52
Strongly agreed
Agreed
Neutral
Disagreed
Strongly disagreed

Interpretation: As per the above table, it is interpreted that most of the HR state that they
did not know whether Brexit create new opportunities for the expat employee. such that out
of 30, 11 did not know about anything, while 7 of them are strongly agreed with the
statement. Only 5 are strongly agreed with the statement, but 5 of them are disagreed and 2 of
them are strongly disagreed with a statement. Therefore, it is reflected that majority of the
selected respondents did not know whether Brexit creates any good opportunity for expat
employees or not.
Theme 9: majority of the respondents state that expat employees face many challenges
after Brexit
What are the challenges did expat employee face after Brexit? Respondents
Visa related issues 5
not selected by top companies 4
new rules and regulations 6
All of these 15

Interpretation: According to the above, table and graph, it is interpreted that there are many
challenges face by expat employees such that 5 of them state that they face issue because
their visa are not accepted by the country after Brexit such that EU is no longer a part of UK.
While, 4 of them state that they are not selected by the top multinational companies which is
a challenge, an 6 of them state that due to sudden implementation of new rules and
regulations are consider the big challenge for expat employees. Therefore, majority of them
state that these all are consider top challenge for the expat employees and that is why, they
start leaving country for securing their job positions.
Visa related issues
not selected by top companies
new rules and regulations
All of these
0
2
4
6
8
10
12
14
16
5
4
6
15
Respondents

CHAPTER 5: FINDINGS & DISCUSSIONS
As per the data analysis section, it is analysed that majority of the HR respondents are
completely agreed that they know the concept and meaning of Brexit. This is further
supported by literature review section in which Bratton and Gold (2017) stated that Brexit is
all about leaving EU by UK in which more than 50% of the vote are in favour to leave EU
while around 48% of the vote are in favour to remain in EU. Therefore, the selected
respondents are completely in favour they are well known with this concept. Further,
majority of the selected respondents are highly agreed that Brexit create direct impact upon
HRM and to support the same, French (2018) stated that HR of the top companies faces many
challenges such that they did not recruit the best talent for the company and that is why, there
is a shortage of employees and this in turn affect the overall performance. On the other side,
when the decision of Brexit is passed, variety of new laws were made and as a result, HR of
them firm faces issue and also consider complying with laws and regulation is time
consuming method. Further, most of the HR also agree that retaining the existing employees
is also consider another challenge for the firm because HR did not provide good training
session to their employees because of new laws, they require enough time to make strategy
for attracting new employees. This, in turn leads to many challenges which HR of the firm
actually faces after Brexit.
Moreover, through data analysis section, it is also analysed that HR manager of the top
retail companies actually did not know whether Brexit create some job opportunity for the
employees of UK. This is also supported by literature review section, in which Benjamens
and et.al., (2020) Stated that UK is become one of the least attractive destination for
employees because of many rules ad regulation. Also due to migration, country did not attract
the employees easily and as a result, most of the employee leave a country and shift towards
another for job purpose. As per the data analysis section, around more than half of the
respondent’s state that using effective communication strategy by HR will assist to cope up
many challenges face by company after Brexit. In order to support the statement, Thomson
(2020) also provide their opinion that country implement lots of new rules and regulation,
therefore, to let people employees know about the new rules, HR of the firm should
implement effective communication strategy so that it will assist them to minimize
differences. Also, HR should also make sure that periodically they may conduct meetings in
order to keep the employees aware with a new changes and norms.

Apart from this, majority of the employees did not know whether, there is an
increment in the number of expat employees after Brexit. As statistics also did not show
whether the country face shortage of talent management, but explain that country do face lots
of issue related to job loosing and that is why, most of the employees leave UK and shift
towards another country for job. Further, majority of the respondents state that expat
employees do face lot of challenges after Brexit and to support them, Latorre, Olekseyuk and
Yonezawa (2020) Stated in literature review section that when the decision of leaving EU is
passed in UK, new law and regulations are made except employment laws and minimum
wages. Also, employees face related to visa and most of them are not selected by top
multinational companies and as a result, it leads to create uncertainty in market which in turn
affect the entire market in opposite manner.
That is why, it is clearly reflected from the above section that if effective strategies are
not implement during right time, then it will lead to cause negative impact upon HRM as well
as expat employees. Therefore, Brexit creates both positive as well as negative impact upon
UK such that it increase trade but in the same time, it become a reason of leaving job for
many employees.
CHAPTER 6: CONCLUSION & RECOMMENDATIONS
Conclusion
By summing up this report, it has been articulated that Brexit has direct and
significant influence on HR planning. Moreover, after brexit HR authorities of UK retail will
face more difficulties in attracting and retaining existing talent. The reason behind this, after
brexit living cost will be increased to the significant level with regards to expat employees.
Further, it can be depicted from the evaluation that due to brexit condition pertaining to
shortfall in skilled labor or workforce will be found. It has assessed from secondary data
evaluation that now companies are making focus on providing training to the existing
personnel. Now, they are not recruiting personnel belong from EU zone with the motive to
cope up with the situation of Brexit. Besides this, it can be inferred from evaluation that
employment laws and legislation will be affected following brexit. Thus, now HR managers
of UK have accountability to comply with laws while doing practices such as recruitment &
selection, training & development, grievance handling etc. It can be seen in the report for
addressing issue quantitative research type, inductive approach and interpretivism philosophy
has been used. It has been articulated that HR managers are aware from the issues associated

with the decision of brexit. Along with this, it has been presented from evaluation that due to
brexit UK becomes less attractive destination for global talent. Nowm UK government is
placing emphasis on accessing and building skilled workforce with the motive to make
significant contribution in UK economy.
Besides this, it can be inferred from data analysis section that when UK leaves EU
then its impact on human resource management will be significant. It can be summarized
from survey’s results that HR department of retail firms will face several challenges
following brexit. Moreover, due to UK’s decision in relation to leaving EU, HR department
faces difficulty in activity pertaining to recruitment & selection as well as retaining existing
personnel. Referring the results of primary investigation, it can be said that decision of brexit
will adversely impact job opportunities available to EU people. The reason behind this, rule
and regulations pertaining to employment as well as migration will be altered significantly.
It can be concluded from the evaluation that by developing and undertaking
significant communication strategies business units would become able to cope with the
challenges effectually. Moreover, it helps in persuading personnel about opportunities that
will come into consideration after brexit. In survey, large number of HR authorities entailed
that expat employees will be influenced negatively after brexit. Moreover, changes in
employment laws and high cost of living compel personnel in relation to moving in home
country. In addition to this, expat employees also face challenges after brexit in relation to
several aspects such as visa, dismissal and other rules. Hence, by taking into account the
outcome of both primary and secondary data assessment it can be said that situation of brexit
has significant impact on both human resource management and employees of EU working in
UK.
Recommendations
 By doing assessment it has identified that after brexit deficiencies of skilled personnel
will occur due to the migration of workers. In this regard, UK leading retail firms are
advised to skill-up current UK’s workforce for managing the condition of shortfall.
Thus, company should conduct training sessions for personnel so that their abilities as
well as proficiency level can be enhanced.
 In addition to this, companies should focus on offering attractive incentives to the
personnel for retaining talent within an organization. Moreover, employee’s rights and

regulations pertaining to maternity, discrimination protection, agency workers right,
holiday entitlement etc will be changed to the significant level. Thus, by offering
monetary benefits and conducting programs HR department can deal with such
negative situation prominently.
 Furthermore, HR manager of retail firms should focus on undertaking participative
leadership style. This in turn helps in developing supportive culture and positive
environment within an organization. By involving personnel in decision making HR
manager can motivate workforce to the significant level.
 It is advised to HR manager of retail firms to provide EU workers with more
incentives and monetary benefits so they prefer to work in UK for long. By this,
companies, operating in retail sector, would become able to maintain skilled
workforce.

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APPENDIX
Questionnaire
Name:
Age:
Gender:
1. Are you aware with the concept of Brexit?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
2. Do you think that there is any implication found in HRM when UK leave EU?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
3. Which of the following is consider one of the biggest challenge for HR after Brexit?
 Complying with laws and regulation is time consuming process
 Difficulties in recruitment and selection
 Retaining existing employees
 All of these
4. In your opinion, does UK's decision to leave EU, generate many opportunities for employees
regarding job purpose?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
5. Which of the following actions are mainly taken by the retail industry in order to cope up
challenges?

 Provide effective Communication strategies
 Conduct Meeting to address issues
 offering legal assistance
 Others action
6. Do you think that Brexit also create any impact upon expat employees?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
7. Do you think when decision of Brexit is pass, it increase the number of expat employees?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
8. Do you think Brexit also create new opportunities for the expat employees?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
9. What are the challenges did expat employee face after Brexit?
 Visa related issues
 not selected by top companies
 new rules and regulations
 All of these
10. Recommend some ways through which the expat employee may easily hire within UK
companies.