There is much uncertainly about the impact of Brexit upon employment law.
Whilst change is inevitable, it won’t be a case of ‘starting over’. The nature of changes that will affect businesses and employees are linked to the terms of the UK’s exit. Therein lies the uncertainty.
Theresa May plans to invoke Article 50 (European Union withdrawal notice) in March 2017. Last week, it was ruled that this action must be supported by Parliament. This action has fuelled the uncertainty surrounding Brexit.
Around three million EU workers are waiting to hear how Britain plans to extract itself from the EU. Ultimately, they need to know how it affects them.
In fact, Britain’s withdraw will impact upon all workers in the UK. This is because the EU influences many of our employment laws. They will still be valid and enforceable in post-EU Britain. However – most will need to be reviewed and possibly reformed or even revoked.
Business As Usual – Despite Brexit
“Communication is vital in such uncertain times,’ says Matthew Pinto-Chilcott of Consensus HR. “Some employees may be feeling worried about their future. Unfortunately, there have been cases of bullying and discrimination linked to the Brexit decision. Employers must take swift action in these instances.
“Many businesses are already feeling the impact of Britain’s decisions to leave the EU. From an HR perspective, it’s important to continue as usual until we know the terms involved.”
Envisaged Employment Law Changes
The CIPD (Chartered Institute of Personnel and Development) has predicted changes to the following areas of employment law:
- Immigration: free movement
- Holidays/working time: opt outs
- Equality: compensation cap
- Atypical workers: employment rights
- Transfer of undertakings (Tupe)
- Data protection: new rules
Do any of the above aspects of employment law affect your business?
Are you concerned about how to manage and meet your HR responsibilities post-Brexit?