We have been contacted by several companies working in the satellite industry concerned as to employment issues post Brexit, and in particular immigration issues when companies seek to recruit skilled employees from, or where UK workers seek to take jobs in, the EU.
Many aspects of UK employment law are outside the scope of EU law or in excess of EU requirements, including minimum wage legislation, unfair dismissal rights and certain holiday and parental leave rights. However, numerous EU concepts have become entrenched in the workplace such as TUPE, and many aspects of discrimination law and collective redundancy requirements. It is unlikely that we will see drastic changes to long-standing employment concepts following Brexit. There are however some areas of the law that have been influenced by EU directives/case law, that may be susceptible to change in favour of employers as follows:
You may also wish to review your policies. In particular, if you are considering restructuring proposals, you should review any redundancy policies and/or European Works Council arrangements. In light of the increase in reports of racial harassment post-Brexit, employers may receive grievances or claims based on workplace incidents. Harassment and anti-bullying policies should be reviewed and diversity training should be considered as a measure to mitigate these risks.
If you have any queries or would like to receive further information please contact:
Joanne Wheeler |
Elizabeth Lang |
Furat Ashraf |