23 Dec 2020 News
Brexit is just around the corner and businesses are reminded of some of the impacts the changes will have on employment law:
- Businesses who engage employees from the European Economic Area and Swiss nationals should ensure their workers will be eligible to continue to work in the UK under the new visa routes that have now been introduced.
- The new immigration system will also formalise the ‘seasonal worker’ visa for agricultural workers which will allow seasonal workers to spend up to 6 months in the UK in any 12 month period.
- Where employees are required to travel into the EU for business, the requirements for travel into certain countries will need to be checked beforehand.
- Existing EU laws can be converted into domestic law from 1st January 2021 which means the UK government will determine whether or not to keep, amend or repeal employment legislation. It is unlikely that the government will make any changes to existing employment laws in the short term. Key pieces of EU employment legislation are the Working Time Directive (holiday entitlement and rest breaks) and the Transfer of Undertakings (Protection of Employment) Regulations (TUPE). Other employment law provisions that are influenced by EU legislation include those relating to discrimination, family leave and redundancy consultation.
- UK courts will also continue to be bound by any decisions of European Courts made prior to 31st December 2020 so there is unlikely to be any significant changes over the next few years.