Employment Law for Businesses After Brexit
Since the UK’s departure from the European Union (EU) in 2020, UK employment law has undergone significant changes. The UK government have more flexibility to make changes, without adhering to EU directives, of which could affect things such as working hours and leave entitlements amongst other employment conditions.
Whilst UK businesses are no longer bound by EU employment laws,and the EU influence on regulations has ceased, a commitment has been made to maintain the existing social protection standards.
In May 2023, the UK government announced proposed reforms to two areas: the Transfer of Undertakings (protection of Employment) Regulations 2006 (TUPE), and the Working Time Regulations 1998 (WTR). TUPE is designed to protect employee rights when the business they work for undergoes a transfer from one employer. This happens because of business sales, or mergers for example. The WTR is a set of employment regulations that govern the working time and conditions of workers. It aims to ensure the health and safety of workers.
More information:
Brexit changes to employment law – latest developments
Changes to post-Brexit UK employment law: What is next for working time and TUPE
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