Attention has now turned to how best to manage our exit and what our future outside the EU will look like. So, what does Brexit mean for the recruitment sector?
It is highly unlikely that we will see significant changes to the law in the short to medium term.
The exit process will not begin until the UK government gives formal notice to leave the EU under Article 50 of the Treaty on European Union. Once the notice is served, it will be at least another 2 years before the UK actually leaves the EU. Until the UK leaves, it is highly unlikely any laws will change.
After the UK leaves the EU, it is still unlikely that we will see significant changes to the law. This is because:
After the UK leaves the EU, it is likely the UK Government will make small changes to the law gradually over time. However, at this stage it is impossible to say with any certainty what those changes will be as they will be driven by a number of political and commercial factors.
The areas that may be ripe for reform are the Agency Workers Regulations and the Working Time Regulations (for example, recent ECJ decisions on holiday pay) which have been the subject of much criticism for being unclear and unfriendly for UK businesses.
Have you got any concerns?
Our recruitment sector team will closely monitor the Brexit negotiations and any related national legislative programme to identify issues and potential changes relevant to our recruitment sector clients.
We will follow their progress so that we can give you as much advanced warning as possible of likely changes, and the potential impact on your business.