‘Brexit’ – The Employment Law Implications
The UK will go to the polls on Thursday 23rd June 2016 for a referendum on whether Britain should remain in the European Union. If a ‘Brexit’ becomes a reality what would this actually mean for an employer?
- Working Time – Businesses could be particularly keen to see the repeal of of the maximum 48 hour working week, and the removal of time record keeping requirements.
- Discrimination – Protection against discrimination is a major part of EU law, and has influenced legislation which includes the Equality Act 2010. Leaving the EU provides scope for the UK government to change discrimination law.
- Family Friendly Legislation – Current rights to maternity, paternity and parental leave are often criticised as examples of business unfriendly employment legislation influenced by the EU. Although major changes would be expected it is possible that exemptions around family leave rights could be introduced for micro-employers.
The return of the control of employment law to the UK is seen as an advantage of leaving the EU from a business perspective. The impact of leaving the EU will have on employees is dependent on the form that a UK exit would potentially take.
Currently the existing government would most likely be committed to business, a Labour government could be committed to the strengthening of employee rights even outside of the EU.
Ivan Spibey, Atom HR
0116 2121153/07712 115663
W – www.atomhr.co.uk