I keep saying it, but now is the time to create a contingency plan to combat the inevitable post-Brexit chaos. Business leaders operating within this climate need to start thinking about how a staff shortage can be filled, if a significant number of current staff members are from EU countries and decide/have to leave.

There has been seemingly too much of a heavy reliance on the free movement provided by EU law, and not much transparency from big companies on what they’ll do when the UK is stripped of this movement.

It’s not hard to imagine the disruption of mass staff shortages to operations.

Having the ability to anticipate and plan for any issues before they arise will almost guarantee businesses are ready for the forthcoming change. Identifying a gap that can be tapped into to replenish potential losses after Brexit can and will limit potential damage when resources inevitably dwindle.

Perhaps more companies should be following Travelodge’s example, who has decided to recruit new staff members from parents wishing to return to work to replace the potential loss of EU workers after Brexit. EU staff actually account for 30% of Travelodge’s workforce and by identifying that 86% of the two million-plus unemployed parents in the UK are wanting to return to work, they have identified an untapped pool of talent that’s at their fingertips.

What’s even more admirable is that Travelodge has PR’d this strategy, and gained a significant amount of exposure from it. Its plan to offer flexible working hours/school hour roles shows an understanding of its potentially new workforce, that I’m sure will result in a host of new applications.

With a little foresight, businesses can be ready for a business world post-Brexit, and I’d advise all follow in Travelodge’s footsteps, i.e manage the uncertainty of Brexit with focused planning that allows you to stay ahead of whatever the outcome may be.