The reaction to the referendum result and subsequent predictions has left us to wonder how it is going to affect us and when. 
 
Since the result of the referendum on 23 June 2016 there has been a multitude of predictions as to how our separation from the European Union will affect us at work and will affect our workforce. 
 
Currently nothing has changed and we await formal negotiations. All present laws remain intact, and the UK remains a member of the EU, but we know that ‘Brexit means Brexit’ and at some point Article 50 of the Treaty of the European Union will come into play and changes are highly likely to occur after the exit negotiations have been completed. 
So, how might Brexit affect our workplace? 
 
In truth, nobody yet knows exactly what and exactly when, but employers would be prudent to begin to consider how the potential changes may affect them before the need arises. Much of our employment law has derived from Europe, along with guidance so changes could affect our workplaces significantly. 
Changes to our laws are inevitable but are likely to happen on a piecemeal basis as a reflection of government at the time. EU decisions can still be considered and influence our decisions, but will not be binding. 
 
The main contenders for change are: 
 
working time 
holiday protections 
TUP 
collective redundancy consultation 
Agency Workers Regulations 
maternity and paternity legislation 
 
Immigration 
 
Laws of immigration will become more relevant and will need to change. As things stand EEA (European Economic Area) nationals have freedom of movement within the EU however, migration was a central factor in the Vote Leave campaign and therefore some change is expected. Currently immigration is managed on a points based system for non-EEA nations, but using this existing points based system has already been rejected by the Prime Minister Theresa May. The government is currently looking at alternative systems and whatever the result the new system needs to be sensitive to the gaps in our home workforce, particularly in care homes, NHS, the hospitality sector and agriculture. 
 
Practical steps 
 
Currently there is no change to immigration law and policy so treat existing and future staff as you have previously. 
Be mindful of those employees who may be concerned for their future. They may be anxious and work may suffer. 
There is a duty on employers to ensure employees are not harassed in the workplace by colleagues. Ensure you have anti-harassment and bullying policies in place and that staff are aware of the content. 
Ensure that future business transactions consider the prospect of what could happen in Brexit Britain. 
 
For further advice on Brexit related matters including a review of your anti-bullying policy please get in touch by contacting: enquiries@pegasushr.com 
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