Brexit - Employment
A significant proportion of the UK’s employment laws derive from the EU, such as minimum rest and holiday periods, and maternity and paternity rights. EU employment law has provided a minimum standard below which domestic employment law must not fall, and in some instances the UK has gone even further by ‘gold-plating’ these rights. Subject to the terms of any withdrawal agreement later this year between the UK and the EU on how their future relationship will operate, the UK will no longer be required to implement future EU legislation or indeed to apply the decisions of the European Court of Justice (ECJ). Although no changes to domestic employment law are expected immediately, it will remain to be seen whether the UK government will amend or reduce any existing rights post-Brexit. For example, we may see a cap on the amount of compensation that can be awarded in discrimination claims in the Employment Tribunal, changes to agency worker rights, or amendments to the Transfer of Undertakings Regulations (Protection of Employment) Regulations 2006 to give employers the freedom to harmonise terms and conditions following a transfer of business.
Our employment team has a wealth of experience in advising international businesses on every aspect of employment law, and employee relations. Please do not hesitate to contact us to find out more about how we can assist you with any Brexit-related workforce issues.