As a business operator, you might be curious about how the European Union (EU) referendum, as stated by David Cameron, will affect your company’s employment law. Leaving the EU suggests that UK businesses would no longer need to meet European employment law standards. These legislative modifications could considerably influence your employees and, possibly, your profitability. If you believe you are eligible for worker compensation, consider reaching out to workmen’s compensation lawyers at Costa Ivone. But are these anticipated changes going to be beneficial or detrimental? What implications do they have for employers and employees? Here’s a brief discussion on some potential key changes.
Working Hours
Changes are anticipated in some areas under the Conservative governance if the UK exits the EU. For instance, perhaps the elimination of the 48-hour maximum working week. Given that the UK currently has one of the highest working hours in Europe, this change may not resonate well with workers. On the upside, companies could abandon time monitoring paperwork. Changes may also be seen in the calculation of annual leave and holiday pay. Also, agency workers might lose several rights, such as receiving the same pay as the regular employee once their tenure reaches 12 weeks. In light of these potential changes, it’s advisable for employers to seek consultation from an employment law solicitor before making any system alterations.
Discrimination
EU maintains stringent ant-discrimination laws in workplaces, so consulting a whistleblower law firm could be beneficial. Even before the Equality Act 2010, which was enacted to meet EU’s standards, the UK already had laws guarding against age, sex, and race discrimination. Although exiting the EU might offer the UK flexibility in revisiting this legislation, current standards will likely persist. There might, however, be a cap introduced on the amount an employee can claim under the Equality Act 2010, a change currently unexecutable as an EU member.
Family Law
Paternity and maternity rights have always been contentious points within a business. Nevertheless, the UK has gone beyond the EU’s stipulations by providing stronger rights to new parents. Many companies have found that having a comprehensive family package is beneficial for recruiting and retaining top-tier employees. If you ever find yourself needing legal support, Kraft & Associates could provide the required guidance or help you with your case.
If the UK chooses to leave the EU, it appears most employee rights would remain the same, with some alterations favoring businesses. The type of exit – a clean break or an EEA stay similar to Iceland, Liechtenstein, and Norway, will also have an impact. In the latter case, many EU laws would still apply, but the UK would have no say in their formulation. This raises a pertinent question – why leave in the first place?
What are your thoughts on the idea of the UK leaving the EU? We welcome your views on this topic. Leave a comment!
