Brexit, Right to Work, and the youth mobility scheme: what employers need to know in 2025

Since the UK voted to leave the EU, the landscape of employment and immigration law has undergone substantial change. Employers who relied on free movement of labour from EU countries now face a far more complex system of compliance and verification when hiring workers. As of 2025, it is crucial that employers understand the long-term effects of Brexit on the Right to Work and what new developments mean for the future of British hiring.

The end of free movement for European workers

One of the most immediate and visible consequences of Brexit was the end of the free movement of people between the UK and EU member states. Before 1st
January 2021, EU, EEA and Swiss nationals could live and work in the UK without needing a visa. After this date, the UK implemented a points-based immigration system to everyone – it was initially only for non-EU citizens, but Brexit extended it to the EU too.

Under this new system, potential employees must have a job offer that meets required thresholds, be earning a certain amount of money, and can speak English proficiently in order to obtain a work visa. As a result, industries that typically rely on EU workers, such as hospitality, agriculture, and construction have been hit hard. With fewer low-skilled workers eligible for visas, employers have had to rethink their recruitment strategies.

Current Right to Work checks

Employers in the UK are legally obliged to carry out Right to Work checks on all employees, regardless of nationality.

• Manual checks involve reviewing and copying original documents.
  
  
• Online checks are conducted via the Home Office’s online service.
  
  
• Digital identity verification is used for British and Irish citizens who hold a valid passport.
  
  

Whilst Brexit hasn’t changed the Right to Work checks that employers must conduct, it has made it more complicated. Now, employers will have to conduct even more Right to Work checks than before on even more nationalities, and there is no guarantee that more processes and checks will be added under the Right to Work system as legislation changes.

Keir Starmer’s youth mobility scheme and its impact

Earlier this year, Prime Minister Keir Starmer announced the introduction of a new youth mobility scheme aimed at attracting young workers from the EU to move to the UK for up to two years. The scheme, set to begin in late 2025, will allow EU nationals aged 18–30 to live and work in the UK without needing employer sponsorship or meeting the points-based visa requirements. It is based on similar arrangements the UK has with the likes of Australia, New Zealand, and Canada, and is seen as an attempt to better UK-EU relations for younger people.

The youth mobility scheme is a welcome development for employers seeking to access a broader pool of workers. It also helps plug the gap created because of Brexit and will help industries that were impacted the most, particularly in terms of seasonal employment or temporary work. However, it’s not a complete solution as workers are limited to only staying two years and currently, the scheme doesn’t offer any promise of gaining a settled status. Therefore, organisations will have to futureproof themselves by planning for staff turnover and a wider workforce strategy.

Looking ahead

As the UK continues to redefine its post-Brexit identity, immigration and labour policies will remain central to the conversation. Employers must stay informed and proactive in adapting to new regulations and opportunities. Organisations should look at reassessing recruitment, investing in compliance training to ensure any changes in regulation can be met, and exploring what new changes could mean for how they hire foreign workers.

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