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Specialising in both contentious and non-contentious employment law, Omer provides practical solutions on personnel issues to corporate clients in a range of exciting sectors.
Omer is typically involved in tribunal litigation, advising on strategic HR issues, redundancies, reorganisations and outsourcing. Clients include multi-national organisations, financial institutions, IT companies, recruitment agencies, facility management providers and manufacturing businesses. Much of Omer’s practice is non-contentious.
He has particular expertise in TUPE, large-scale redundancies, boardroom disputes, top-level executive exits and the enforcement of restrictive covenants.
He is also an experienced tribunal advocate with ten years’ experience fighting cases in Employment Tribunals, predominantly on behalf of respondents and high net-worth claimants.
Omer leads the firm’s national business immigration practice, which supports company clients in bringing overseas experts to work for them in the UK, whilst also ensuring that his clients comply with their obligations to prevent illegal working.
This will be welcome news to UK employers that currently utilise EU workers. The current regime for EU residents in the UK applying to the Home Office to regularise their stay is laborious and off putting, so the security that this amendment offers will be welcome.
However, post referendum, we are hearing that EU workers are no longer seeing the UK as an attractive place to work and the amendment does not offer security to EU workers that would like to come here in the future.
So, while this deals with EU workers already here, future recruitment of EU staff will still be impacted and employers need to factor that into their plans.
We predicted that Brexit and the uncertainty around it would reduce the attractiveness of the UK as an employment destination for EU workers.
We are also hearing that overseas students are less willing to come to our universities, which could create additional long-term skills shortages.
But right now, the shortage of EU workers filling jobs in social care, supermarkets, and agriculture, to name but a few industries, could contribute to sharp wage inflation as UK businesses raise wages to attract EU workers back. This in turn will affect the price competitiveness of UK business as it sees its labour bill rise which is potentially passed on to the customer, thus driving up the cost of living.
If they haven’t already, employers need to think about how they are going to avoid skills or labour shortages by reviewing training and development of the workforce and by finding ways to make their jobs more attractive.
“As PSG appear to acknowledge, the decision is in accordance with the immigration rules, which are clear in this respect. The concept of innocence until guilt is proved is irrelevant in this situation – Mr Aurier has been tried and found guilty of assaulting a police officer. Exercising a right to appeal does not change that. If Mr Aurier’s appeal is successful, we imagine the Home Office will have no problem admitting him to the UK.
“The Home Office is applying its rules regardless of the status, wealth and feelings of the Champions League, PSG and Mr Aurier. Perhaps we should be encouraged by this.”
“The case was going to be appealed whichever way it went, which passes on responsibility for a ruling of huge constitutional and historical importance to the Supreme Court.
“This decision doesn’t really add much to an already fraught situation, but it puts the spotlight on the risk in the UK economy and highlights the need for businesses to have strategies in place to be highly flexible as the Brexit journey may lead them to unexpected places.
“Businesses should not jump to the conclusion that Brexit will not happen. Strategically, the effect will depend on the sector of the economy, so businesses should check how customer requirements will be affected depending on the outcome, and also review supply chains as the economics of international sourcing networks will be affected if we do leave.”
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