After all the fuss and delays we are now officially out of the EU, whatever your personal feelings are about that, it has happened and will hopefully put an end to the uncertainty.  What we don’t know at the moment is how the negotiations will play out over the coming months but some agreement or forward action will have to be reached at some point no doubt.

What I am being asked by my clients is whether this will make any difference to employment law and to their current arrangements for their employees, I think this is a valid concern but there is no need to worry at this stage.

We have been given assurances that there will be no changes until well after the settlement agreement or arrangement is reached – and probably not even then for some time as i don’t believe that employment law will be top of the government’s priority list.

Currently we are at least in line with EU regulations and, in some cases, we are better; maternity benefits and our minimum wage payments are in excess of statutory EU levels for example, and we have already taken the general data protection regulation (GDPR) into our statutory arrangements.

Therefore, my advice to my clients at the moment is to just continue with their current contracts and policies, what is certain is that there will be no reduction in employment protection at this stage and my personal view is that there will never be a reduction.  That is not to say that there may not eventually be some changes but, like most hr companies, I will keep my clients fully aware of any modifications to the law and statutory requirements.

If you have any concerns please do not hesitate to contact QHR solutions who will be happy to help.