Utility Week

UTILITY WEEK | 19TH -26TH JANUARY 2018 | 21 Institute of Chemical Engineering. Davyhulme serves 1.2 million people in Manchester. Davyhulme Treatment Works opened in 1894, and today it is one of the biggest wastewa- ter treatment works in the UK. Commissioning of the plant is expected to be complete by September this year. If you have an asset or project you would like to see featured in this slot, email: paulnewton@fav-house.com Pipe up Tijen Ahmet In a sector that relies on immigration to provide a skilled workforce, it is vital that employers take a proactive approach to protect non-British EU workers ahead of Brexit. Although some concerns over freedom of move- ment have been alleviated since Theresa May's latest Brexit announcement, steps must still be taken to pre- vent an exodus of the energy industry's brightest minds. It is encouraging that an agreement has finally been reached on the rights of EU citizens confirming that they can continue to live and work in the UK in line with the current EU regulations, and most significantly, that the rights of those EU citizens who do not hold permanent residence today will be protected post-Brexit. However, many overseas employees are considering alternative options. Has the damage already been done? Employers in the sector, particularly those in nuclear and renewable energy, need to take a proactive approach to ring-fence skills where possible by encouraging their EU workers to consider apply- ing for permanent residency if they have been working in the UK for more than five years. Specifically, employers can help by assisting with documentation to evidence the worker's employment – P60s and contracts, for example – and supporting the application process itself. With the government taking a significant time to confirm any protection for EU workers, many existing employees have lost faith in the system and may feel that clarity has come too late in the day. However, it is never too late for employers to send clear and factual ongoing communications to their staff as well as offering briefing sessions or surgeries. This would not only assist with employees' post-Brexit questions but acts as an open forum to establish trust between employers and their staff. The energy sector has not been one of the main battlegrounds in the Brexit negotiations so far and this needs to change. There is a huge amount of politically- challenging legislation to be passed – such as whether the UK will remain in the IEM. These potential legislative changes could affect the energy sector as a whole, and it will be even more reliant on having the skills and work- force in place to support any change programme. Employers are urged to take steps to secure their workforces and free up time to navigate the industry- wide changes that could rock the energy sector to the core. Tijen Ahmet, business immigration specialist, Shakespeare Martineau "Many existing employees have lost faith in the system and may feel that clarity has come too late in the day." Many overseas employees are considering alternative options – is the damage already done? Operations & Assets

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