It’s 2018 and the UK is still in the dark when it comes to the impact that Brexit is going to have on the economy, for trading, for politics and pretty much every aspect of everyday life in Britain.
Any attempt to answer these questions has only led to more questions, what is going to happen to the economy? What is going to happen to employment rates? What is going to happen to prevent any major losses? All of these questions are only guess work for the government officials.
With even the Prime Minister being kept up at night with the outcome of Brexit, there is no doubt that the 16 million Britons are losing sleep over the matter. Here’s all we know so far about employment law and the impact that Brexit will have on it.
The UK parliament is taking every day and every issue as it comes, with debated ongoing and questions looming over their heads, but what exactly does this mean for employment law?
May has reassured the UK that the existing employment law isn’t being overhauled completely, but rather, it is being altered slightly to be better suited to the UK. One of the biggest factors of UK employment in 2018 is data protection. This is one of the biggest issues that the government are currently tackling in the UK, with new GDPR protocols being introduced in May 2018.
The future sounds pretty dire for the UK, with the prospect of workers rights being overhauled looming over the entire country. So, you may be wondering, what can be abolished? A lot of the main laws that the UK is worried about losing out on pre-date to before the UK and the EU became affiliated.
The UK’s maternity leave and pay laws are some of the most lucrative in the world and other laws which tackle discrimination rights, for example, will likely remain as they are. What is more likely to happen is that the introduction of discrimination compensation is going to be introduced to the country. It’s probably not going to be the case that people use employment solicitors draft bulk settlement in anticipation of Brexit.