UK’s employment law is grounded in EU law. The law constitutes rules regarding working hours, holiday pay, maternity rights, and discrimination rights. But as the UK officially parted its ways from the EU on January 1, 2021, workers are concerned about the new worker laws that the UK may introduce of its own. It is raising distress because the proponents of Brexit complained against it and had a stance that European law has put an unnecessary burden on businesses. Although the agreement of the Brexit explicitly declares a non-regression arrangement for the employment laws. By this, it means that the UK is not bound to follow EU laws regarding employment but will also not reduce the laws compromising the protection of employment rights. The Trade deal between the UK and EU has restricted the UK from making any modifications to the employment law unless it affects trade and investment. Consulting any Employment law solicitor in Manchester, UK will guide you about your current rights and modifications that may come in the future.
Is The Government Going to Burn Worker’s Laws?
Now that the UK has separated itself from ties of EU countries, speculations are that it may take no time to amend the EU laws. In late January 2021, some media reports suggested that the Employment laws are under review for modifications. These modifications are more likely to consider ending 48-hour maximum working in a week, changing break hours, removing overtime pay, and removing the requirement of businesses to log in information about daily working hours. The dissemination of the news resulted in massive outrage from labours and the unions. But later, Kwasi Kwarteng, the secretary of State for Business, Energy, and Industrial strategy omitted the claims. He stated that there is nothing under review. He also added that ‘Brexit has given the opportunity to have standards and a high growth economy.’
Hence, it ensures that the protection of workers’ rights will remain unchanged in terms of them being discriminated against, harassed, or victimized.
What to Expect If Employment Law Changes?
If in case, employment law gets any modification, we can expect the government to form a robust framework of individual employment rights to increase employee engagement and productivity. The framework may have two types of segments of the reformed law.
1- Pure UK Employment Law:
The government can ascribe purely national laws like national minimum work hours, National minimum wage, and National living wage.
2- Influence of EU Directives:
Some laws can remain under the light of European Union directives that go with the UK labour framework.
An Employment Bill is expected in 2021, which may focus on many things along with the enforcement of a single labour market.
Understanding Employment Law After Brexit:
Many people are in dilemma about the possible enforcement of new employment laws. To put it simply, there are no changes to the old employment laws as of now, but they may change in the future. If you have any questions about the workers’ rights of health and safety, protection against discrimination, and labour law, it is better to refer a solicitor.