Brexit and its impact on the UK’s employment law.

by Hudson Mckenzie Lawyers and Solicitors who understand you

In regard to the major influence of migration on the EU referendum discussion, the most general and persistent issue for employers are concerned about is the status of EU citizens: can employees and workers from EU Member States choose to work and live in the UK and what about British citizens working somewhere else in the EU?

Going by the books, on distraction from the EU, citizens of other Member States may no longer be able to get an automatic right to travel to and work in the UK. Migration and free transfer of individuals will be associated with the Brexit model that is embraced. It looks that the free movement of people will be a consideration turning point for negotiation.

According to the leading employment lawyers in London, the UK Government’s specified objective is to control migration into the UK. This is probably to be achieved through the coming of greater immigration controls. The lawyers think that EU workers that are currently residing in the UK to be permitted to stay. Once the UK parts away from the EU, employers can expect a bit of changes to the section of workers coming to the UK, and could well encounter high levels of bureaucracy and visa applications in recruitment.

In the negotiation phase, easy movement of professionals should continue up to the avenue of exit referring that employers can expect more workers to come in during this period. One of the employment lawyers in London said that if there is an increase of people arriving into the UK from the EU before the UK’s exit, specific restrictions may be applied such as having a cut-off arrival date. If the UK choses to impost these restrictions it risks being in hole of its EU obligations.

There has been a recommendation that the Agency Workers Regulations (which provides agency workers with the right to fetch job vacancies and facilities from the beginning and the same terms and conditions as permanent employees from week 12) will be totally cancelled after Brexit. Considering the same that the rights are comparatively new compared to the rest of the legal scenario and are mainly unfamiliar and disliked with businesses.

Revoking or soaking down the current defenses from discrimination is possibly to get extensive uproar from employees and employers alike, so is highly improbable. The existing discrimination rights are also generally understood by employers and to change them would not get the Government any nymph things. However, the Government may decide to put a restriction on the presently unsealed compensation limit for worthy discrimination claims, alike to that of partial dismissal.

Freedom of movement is the biggest and inappropriately the vaguest. Whilst most of the ‘Leave’ voters were driven by a liking to limit EU workers’ freedom of movement, UK businesses seem to fight if they are unable to recruit much-required labour that they are used to recruiting from the EU.