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Resourcing for 2021 and beyond

As the world adjusts to the lasting effects of the pandemic, organisations need to change and adapt.

Businesses have been affected in different ways and whether it is starting their recovery or taking advantage of the opportunities that come from economic uncertainty, the approach to resourcing staff in 2021 will be critical.

Cost savings through redundancies, along with headcount freezes, may limit an organisation’s ability to staff for demand. Changes to the labour market since to the 2008 recession may make the ‘go to’ resourcing solutions harder. Brexit has made it more expensive to hire workers from the EU; scrutiny and regulation of flexible and ad hoc working models regularly makes headline news; and the IR35 reforms will make it more burdensome to recruit freelancers.

The pandemic has also brought about changes to our working lives that businesses and their employees wish to capitalise on. Greater flexibility in where employees work (both home and abroad) and the evolution of the ‘employment deal’ brings opportunities but it also creates risk.

Our Resourcing for 2021 and beyond hub brings together our award winning employment and immigration team’s knowledge and content and provides a practical look at all issues relating to resourcing that organisations may face.

We have significant experience advising employers on all the issues within this hub. If you’d like to talk about your workforce strategy and realising the potential in your people, please contact us.

Further reading

Employment law and the current recruitment crisis

07 October 2021

As resourcing becomes more challenging, we explore the employment law and immigration considerations arising from the current recruitment crisis.

Working from home desk

Protecting your business where employees are in short supply

21 September 2021

This article summarises some steps you can take to protect your business as recruitment and retention become more challenging.


How to structure employee remuneration packages after Covid-19?

01 September 2021

A principal concern for employers has always been finding the best way to retain and incentivise key staff. In the wake of Covid-19, with employers facing skills shortages, that concern has increased not only for key staff but also the wider workforce. With many businesses dealing with escalating costs and cash flow difficulties, how can employers ensure that their remuneration packages are competitive?


Professional employer organisations – a global staffing solution?

26 August 2021

Businesses are increasingly engaging the services of a third-party organisation with responsibility for employing and paying staff and dealing with tax, social security and other such matters. This article looks at reasons for using this option, legal considerations and potential pitfalls.


Lewis Silkin’s employment team shortlisted in Law Society Awards

12 August 2021

Lewis Silkin has been shortlisted in the Excellence in Practice Promotion category for its guidance on the furlough scheme.


Policy clarifications and outstanding issues for right to work checks

03 August 2021

The current Home Office guidance for employers on carrying out right to work checks contains some important clarifications of the Home Office’s policy. These will not affect the vast majority of checks. They will however be relevant in certain circumstances, especially for checks relating to EEA nationals and family members of EEA nationals from 1 July 2021. Employers should also now prepare to return to fully compliant right to work checks from 1 September 2021.

Working from home desk

The right to disconnect – should employers act now?

27 July 2021

As the holiday season gets underway, most of us feel the need for a break. But should people have the right to disconnect? In the final of our three-part series of articles exploring topical holiday issues, we explore the mounting pressure on government and employers to require us to switch off.

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