After the historic vote on 23 June 2016 to leave the EU, many employers may be wondering what this means for their business and their employees in relation to UK employment law.
The UK vote to leave the EU will make no immediate difference to UK employment law. The UK has implemented all EU directives into regulations, which will remain binding UK regulations.
In the long term we are unlikely to see any changes with regards to those laws which affect the majority of employees on a day to day basis, for example, family friendly rights such as maternity leave and shared parental leave. There is unlikely to be reduction to family friendly rights and the UK already considerably exceeds EU rights, for example, by giving employees 52 weeks maternity leave.
The UK also gives employees more annual leave than in the EU. The EU allowed for four weeks paid annual leave whereas the UK allows for 5.6 weeks (including bank holidays).
Legislation may be passed to make changes in relation to the recent cases regarding accrual of annual leave during long term sickness absence. We may also see the maximum average 48 working week rule abolished.
It will take at least two years, possibly longer, for the UK to fully leave the EU and during that time, we are unlikely to see any real change in the way that day to day employment issues are dealt with under UK employment law. Employers should continue to adhere to current legislation and should consult with us if they are unsure of their obligations.
For further information please contact Ezra Moffatt by email at email@example.com or telephone 0333 400 7920.