What would a Brexit mean for UK employment law?

The UK will go to the polls on 23rd June for a Referendum on whether Britain should remain in the EU. There will be a lot of debate about the potential implications of a vote either way. But what‘s it likely to mean from an employment law point of view?

The assumption is that, whilst leaving the EU would mean a UK government would have freedom to ignore the legislation previously imposed on it, there wouldn’t be wholesale overnight changes.

We’d probably not see the repeal of the Equality Act 2010 immediately, for example.

However, much ‘European legislation’ might be weakened and diluted over time. Particularly in relation to the Working Time Regulations, Agency Workers Regulations and TUPE.

Of course, this is what the existing government would most likely do.

A Labour government would be committed to maintaining and strengthening baseline workers rights even outside the EU.

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