Organisations that fail to embrace the spirit of AWR could lose out in attracting talent, according to Ian Naylor, UK legal director for Randstad.

Naylor urged organisations looking at alternative solutions to their existing supply chain arrangements, including the Swedish Derogation model or an in-house bank, to consider the potential of reputational damage if the migrated and new workers believe these solutions are in place to avoid parity with existing permanent staff.

“With 70% of employers still stating that they are experiencing a skills shortage, employers will need to be aware that candidates are also far more likely to be attracted to organisations that embrace the spirit of these regulations,” Naylor told Recruiter.