Canada: Canada's Gain From Brexit Brain Drain

"Cheers to democracy!" said no young voter in the post Brexit aftermath. The Brexit referendum brought out a record number of voters, but the younger generation, who overwhelmingly supported staying in the EU, simply did not show up to the polls. So now the people with the most to lose and the longest to live with this decision are not only regretting their lack of participation, but also waiting for the government to figure out "what now?"

Nothing is going to happen for a few months at least. On July 13, Theresa May was declared the new Prime Minister, after David Cameron announced his resignation immediately following the vote. Now that May holds the "poisoned chalice," it is up to her and her newly-appointed ministers to begin Brexit negotiations by way of invoking Article 50 of the Treaty of Lisbon. Invoking Article 50 is the start of a two-year clock of negotiations with the EU to establish the exit strategy and plan for post-exit relations. Although May has avowed her commitment to act on the people's instructions, the timing and specific actions to be taken remain to be seen. What will the UK look like after Brexit plans are implemented, and how will this affect global mobility and market access?

Since much of the Brexit platform was predicated on restricting free movement between EU countries, it is expected that, upon separation, EU nationals will be subject to UK domestic immigration rules. This means that the visa-free allowances for workers, self-employed professionals and self-sufficient students will no longer apply. Although young talented Brits working in the EU may be forced to return home, we are likely to see a much more significant brain drain out of the UK with the repatriation of EU citizens. EU immigrants in the UK do not only hold highly-skilled jobs in the professional sectors, but also low-skilled work in agriculture, hospitality, trades and in the public sector. Restricted visa opportunities or the departure of foreign workers will create serious labour shortages and skills gaps that could paralyze businesses of all sizes. Luckily for Canadians currently working in the UK, not much is going to change in terms of their status or mobility options. They would have already qualified under the UK's tier system and will be able to continue working under their existing visa.

Could Canada stand to gain from Brexit brain drain? According to Google and job search site Indeed.com, yes. Immediately following the Brexit results, both search engines reported significant spikes in searches related to "jobs in Canada" and "moving to Canada." Canada is an immigrant-friendly country that thrives on its diversity and welcomes immigrants from all backgrounds and abilities. The Government is committed to ensuring that the program meets the needs and expectations of its citizens, and emphasizes its stance that immigrants are critical to innovation, economic development and competitiveness in the global market.

Canadian businesses across the country are experiencing their own brain drain, losing valuable and highly-skilled talent to the United States. Perhaps disgruntled Europeans will help Canada resolve our own labour shortages and skills gaps.

EU nationals can obtain a Canadian work permit relatively easily, particularly for those employed by multinational companies with a Canadian presence. For those wishing to move to Canada on a permanent basis, there are a number of programs to choose from based on employment, investment and family ties.

Canada's point-based system for skilled workers, known as Express Entry, is the most popular choice. Express Entry was launched in January 2015, and it replaced the cumbersome first-come, first-served approach with a best-qualified, first-selected approach to permanent immigration. The streamlined program assesses applicants based on their age, employment history, language abilities, education levels and overall ability to adapt to Canada. For UK and EU nationals, skilled work experience is easily transferrable and English and/ or French proficiency is generally high, making them competitive candidates in the Skilled Worker pool.

Other streams for permanent residency include employment or investment options for applicants looking to settle in a specific province; as well as family sponsorships for spouses, (grand) children, and (grand) parents of Canadians. Foreign-born children of Canadian citizens may also be eligible to apply for a citizenship certificate as a quick and simple way to move to Canada with full access and mobility rights.

With a variety of options for temporary and permanent immigration, Canada remains a very attractive destination for UK and EU citizens seeking international opportunities. If, in fact, Canada remains a destination of choice, Canadian employers will not only need to ensure that they are familiar with all applicable immigration issues, but also integrate them into any offers of employment in the event that they identify appropriate candidates.

Canadian employers may want to be aggressive in recruiting "Brexit Brain Drain Candidates," but should keep the following in mind with respect to any future hire:

  • Any offer of employment and/or employment agreement (the "Agreement") should be in writing, provided in advance and with the opportunity to consult local counsel for review;
  • Under no circumstances should the candidate be permitted to work without signing the Agreement first;
  • The Agreement should confirm as a condition of employment the ability of the candidate to legally work in Canada;
  • Explicit language on how "status" will be dealt with in the event of a future termination or cessation of employment (which includes termination for cause, resignation and termination without cause); and
  • Address all issues relating to compensation or reimbursement for moving and/or expenses related to a relocation as well as following any future termination.

Canada and the world are on bated breath while a post Brexit Europe transitions to its next chapter. In the meantime, Canadian employers may want to be bullish in recruiting and hiring UK and EU citizens, but cautious enough to protect themselves against legal liability.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on Mondaq.com.

Click to Login as an existing user or Register so you can print this article.

Authors
 
In association with
Related Topics
 
Related Articles
 
Related Video
Up-coming Events Search
Tools
Print
Font Size:
Translation
Channels
Mondaq on Twitter
 
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
 
Email Address
Company Name
Password
Confirm Password
Position
Mondaq Topics -- Select your Interests
 Accounting
 Anti-trust
 Commercial
 Compliance
 Consumer
 Criminal
 Employment
 Energy
 Environment
 Family
 Finance
 Government
 Healthcare
 Immigration
 Insolvency
 Insurance
 International
 IP
 Law Performance
 Law Practice
 Litigation
 Media & IT
 Privacy
 Real Estate
 Strategy
 Tax
 Technology
 Transport
 Wealth Mgt
Regions
Africa
Asia
Asia Pacific
Australasia
Canada
Caribbean
Europe
European Union
Latin America
Middle East
U.K.
United States
Worldwide Updates
Registration (you must scroll down to set your data preferences)

Mondaq Ltd requires you to register and provide information that personally identifies you, including your content preferences, for three primary purposes (full details of Mondaq’s use of your personal data can be found in our Privacy and Cookies Notice):

  • To allow you to personalize the Mondaq websites you are visiting to show content ("Content") relevant to your interests.
  • To enable features such as password reminder, news alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our content providers ("Contributors") who contribute Content for free for your use.

Mondaq hopes that our registered users will support us in maintaining our free to view business model by consenting to our use of your personal data as described below.

Mondaq has a "free to view" business model. Our services are paid for by Contributors in exchange for Mondaq providing them with access to information about who accesses their content. Once personal data is transferred to our Contributors they become a data controller of this personal data. They use it to measure the response that their articles are receiving, as a form of market research. They may also use it to provide Mondaq users with information about their products and services.

Details of each Contributor to which your personal data will be transferred is clearly stated within the Content that you access. For full details of how this Contributor will use your personal data, you should review the Contributor’s own Privacy Notice.

Please indicate your preference below:

Yes, I am happy to support Mondaq in maintaining its free to view business model by agreeing to allow Mondaq to share my personal data with Contributors whose Content I access
No, I do not want Mondaq to share my personal data with Contributors

Also please let us know whether you are happy to receive communications promoting products and services offered by Mondaq:

Yes, I am happy to received promotional communications from Mondaq
No, please do not send me promotional communications from Mondaq
Terms & Conditions

Mondaq.com (the Website) is owned and managed by Mondaq Ltd (Mondaq). Mondaq grants you a non-exclusive, revocable licence to access the Website and associated services, such as the Mondaq News Alerts (Services), subject to and in consideration of your compliance with the following terms and conditions of use (Terms). Your use of the Website and/or Services constitutes your agreement to the Terms. Mondaq may terminate your use of the Website and Services if you are in breach of these Terms or if Mondaq decides to terminate the licence granted hereunder for any reason whatsoever.

Use of www.mondaq.com

To Use Mondaq.com you must be: eighteen (18) years old or over; legally capable of entering into binding contracts; and not in any way prohibited by the applicable law to enter into these Terms in the jurisdiction which you are currently located.

You may use the Website as an unregistered user, however, you are required to register as a user if you wish to read the full text of the Content or to receive the Services.

You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these Terms or with the prior written consent of Mondaq. You may not use electronic or other means to extract details or information from the Content. Nor shall you extract information about users or Contributors in order to offer them any services or products.

In your use of the Website and/or Services you shall: comply with all applicable laws, regulations, directives and legislations which apply to your Use of the Website and/or Services in whatever country you are physically located including without limitation any and all consumer law, export control laws and regulations; provide to us true, correct and accurate information and promptly inform us in the event that any information that you have provided to us changes or becomes inaccurate; notify Mondaq immediately of any circumstances where you have reason to believe that any Intellectual Property Rights or any other rights of any third party may have been infringed; co-operate with reasonable security or other checks or requests for information made by Mondaq from time to time; and at all times be fully liable for the breach of any of these Terms by a third party using your login details to access the Website and/or Services

however, you shall not: do anything likely to impair, interfere with or damage or cause harm or distress to any persons, or the network; do anything that will infringe any Intellectual Property Rights or other rights of Mondaq or any third party; or use the Website, Services and/or Content otherwise than in accordance with these Terms; use any trade marks or service marks of Mondaq or the Contributors, or do anything which may be seen to take unfair advantage of the reputation and goodwill of Mondaq or the Contributors, or the Website, Services and/or Content.

Mondaq reserves the right, in its sole discretion, to take any action that it deems necessary and appropriate in the event it considers that there is a breach or threatened breach of the Terms.

Mondaq’s Rights and Obligations

Unless otherwise expressly set out to the contrary, nothing in these Terms shall serve to transfer from Mondaq to you, any Intellectual Property Rights owned by and/or licensed to Mondaq and all rights, title and interest in and to such Intellectual Property Rights will remain exclusively with Mondaq and/or its licensors.

Mondaq shall use its reasonable endeavours to make the Website and Services available to you at all times, but we cannot guarantee an uninterrupted and fault free service.

Mondaq reserves the right to make changes to the services and/or the Website or part thereof, from time to time, and we may add, remove, modify and/or vary any elements of features and functionalities of the Website or the services.

Mondaq also reserves the right from time to time to monitor your Use of the Website and/or services.

Disclaimer

The Content is general information only. It is not intended to constitute legal advice or seek to be the complete and comprehensive statement of the law, nor is it intended to address your specific requirements or provide advice on which reliance should be placed. Mondaq and/or its Contributors and other suppliers make no representations about the suitability of the information contained in the Content for any purpose. All Content provided "as is" without warranty of any kind. Mondaq and/or its Contributors and other suppliers hereby exclude and disclaim all representations, warranties or guarantees with regard to the Content, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. To the maximum extent permitted by law, Mondaq expressly excludes all representations, warranties, obligations, and liabilities arising out of or in connection with all Content. In no event shall Mondaq and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use of the Content or performance of Mondaq’s Services.

General

Mondaq may alter or amend these Terms by amending them on the Website. By continuing to Use the Services and/or the Website after such amendment, you will be deemed to have accepted any amendment to these Terms.

These Terms shall be governed by and construed in accordance with the laws of England and Wales and you irrevocably submit to the exclusive jurisdiction of the courts of England and Wales to settle any dispute which may arise out of or in connection with these Terms. If you live outside the United Kingdom, English law shall apply only to the extent that English law shall not deprive you of any legal protection accorded in accordance with the law of the place where you are habitually resident ("Local Law"). In the event English law deprives you of any legal protection which is accorded to you under Local Law, then these terms shall be governed by Local Law and any dispute or claim arising out of or in connection with these Terms shall be subject to the non-exclusive jurisdiction of the courts where you are habitually resident.

You may print and keep a copy of these Terms, which form the entire agreement between you and Mondaq and supersede any other communications or advertising in respect of the Service and/or the Website.

No delay in exercising or non-exercise by you and/or Mondaq of any of its rights under or in connection with these Terms shall operate as a waiver or release of each of your or Mondaq’s right. Rather, any such waiver or release must be specifically granted in writing signed by the party granting it.

If any part of these Terms is held unenforceable, that part shall be enforced to the maximum extent permissible so as to give effect to the intent of the parties, and the Terms shall continue in full force and effect.

Mondaq shall not incur any liability to you on account of any loss or damage resulting from any delay or failure to perform all or any part of these Terms if such delay or failure is caused, in whole or in part, by events, occurrences, or causes beyond the control of Mondaq. Such events, occurrences or causes will include, without limitation, acts of God, strikes, lockouts, server and network failure, riots, acts of war, earthquakes, fire and explosions.

By clicking Register you state you have read and agree to our Terms and Conditions