Brexit: UK business rejects need for major change to employment laws

A survey by GQ Employment Law, recognised as a leader in the field by both Legal 500 and Chambers & Partners, has found that the majority of UK businesses reject the need for any major change to employment laws post-Brexit.

Moreover, the firm suggests that Brexit is an opportunity for the Government to work with business to ensure employment law takes into account the needs of UK-based employers as much as possible.

The survey suggests that just 5% of businesses seek dramatic or substantial change, with 65% seeking some change.

The firm notes that significant change is being demanded in just a few areas, including sick leave and discrimination.

The survey’s key findings include that 71% of those responding would like rules allowing long-term sick employees to roll over annual leave to be removed. The firm contests that this requirement can often be a burden when calculating pay for employees in these circumstances, with administrative costs sometimes outweighing actually paying sick pay to employees.

65% of respondents would like to see changes to discrimination and equal pay laws. Of those, a 28% minority would like to see a cap on discrimination and equal pay awards. GQ asserts that some employers claim that employees have used the threat of uncapped damages, through a discrimination claim, as a way of forcing an employer to settle a claim.

56% would like requirements to pay employees an amount for overtime during holiday to be reversed.

Paul Quain, Partner at GQ Employment Law, says: “Our survey backs the widely-reported view that business wants stability post-Brexit.  While employers see Brexit as an opportunity for a review of EU employment law in some areas, in the main they are not looking for major change.

“The hope is likely to be that Brexit is seen as an opportunity to improve UK employment laws – making them as efficient, but also as fair, as possible to both employers and employees.

“Whilst in the grand scheme of things employment law is unlikely to be a key area of focus, it will be interesting to see what changes are, in fact, introduced – and how these are received by the UK’s business community.

“Our survey suggests that employers accept that many of the employment laws in the UK provide a minimum level of rights for employees so the government would need to approach reforms with caution.”


Wednesday, 26 April 2017

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Brexit: UK business rejects need for major change to employment laws
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