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Brexit and its impact on employment law

May 25 2017

This spring the Prime Minister finally triggered Article 50 of the Lisbon Treaty and began the two year countdown to Britain’s departure from the EU. Whilst not having an immediate effect on many British businesses and organisations many are uncertain as to what these means for employment law.

A significant number of the UK’s employment laws that were required as part of EU membership could, in theory, be repealed or revised. However, according to research published earlier this month by the CIPD and law firm Lewis Silkin, employers have overwhelmingly backed most existing employment rights and do not wish for the current employment law framework to be revised in the wake of Brexit.

Out of more than 500 employers surveyed, the majority of respondents rated all 28 areas of current employment law as necessary. These included areas such as unfair dismissal, national minimum wage and agency workers laws. Revealing, that despite the common negative rhetoric around current laws and the abundance of ‘red tape’, it is clear businesses recognise the value of employment protection.

When asked what areas the future post-brexit legislation should focus to improve upon, more than a third said wellbeing issues including workplace stress. Nearly a third (30%) of respondents also cited technology as a key area of improvement.

Over the years employment legislation has changed a considerable amount, and with Brexit and yet another general election looming it looks set to change once more. If you are confused about your rights and obligations either as an employee or an organisation do not hesitate to get in touch with our team of employment law experts.

Whether you are an employee seeking compensation for unfair dismissal or an employer seeking to defend yourself and your business against a potentially damaging claim, Leeds based solicitors Grahame Stowe Bateson can help, call the team on 0113 246 8163. 


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