Mon-Fri 09:00-17:00 01709 363 876

      Employment Rights and Brexit

      What does Brexit mean for employment rights?  This question, like the specifics of Brexit itself, remains unclear.  This is because most employment rights which are derived from EU legislation are already applied into UK law.  Any government wishing to amend, repeal or reform these laws will be required to follow the parliamentary approval process; essentially meaning that for now and immediately following Brexit there will be no change.

      The UK derive many employment rights, such as Unfair dismissal, minimum wage and statutory redundancy pay, solely from UK law – meaning there will be no impetus outside of any normal governmental desire to change any of this legislation.

      For some areas, however, the basis for the law is the EU and the rights afforded by the EU are perhaps counter to government desires.  This includes rights afforded to agency, fixed-term and part-time workers, as well as TUPE.  In these areas there is very real possibility, that some time after Brexit, workers rights may be reduced or changed in these regards.  No changes will happen overnight for anything applied into UK law.

      Employment RightUK or EU BasedAfter Brexit
      Unfair DismissalUK LawUnfair Dismissal wil not be affected by Brexit.
      Redundancy PayUK LawStatutory redundancy pay will not be affected by Brexit.
      Paternity LeaveUK LawPaternity Leave will not be affected by Brexit.
      Shared Parental LeaveUK LawShared parental leave will not be affected by Brexit.
      Minimum WageUK LawMinimum wage will not be affected by Brexit.
      Industrial ActionUK LawIndustrial action will not be affected by Brexit.
      Unauthorised Wage DeductionsUK LawUnauthorised wage deductions will not be affected by Brexit.
      Maternity LeaveUK LawWhilst EU law does afford for maternity leave, UK Law is more substantial and as such there will be no change to maternity leave after Brexit.
      DiscriminationUK and EU LawProtection from discrimination at work, and life in general, is an accepted part of society. Whilst the UK has protection against some areas of discrimination which predates EU legilsation. EU law goes further with additional areas protected. Due to these laws being accepted, and generally, welcomed by society we doubt that the government would look to repeal their application. It is, however, possible that .

      Free Consultation
      No Obligation

      Arthur Jackson & Co Solicitors will only use your information for the purposes of your enquiry.