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Equality North East

Employment laws affected by the UK’s exit from the European Union

As the dust settles on the outcome of the EU referendum decision, employers must now plan for the consequences. The question is, what is likely to change – and when?

The UK government has to issue a ‘withdrawal notice’ in accordance with Article 50 of the Treaty on the Functioning of the European Union to start the process and we now know this will not happen immediately. The withdrawal comes into effect either two years on from that notice or when the terms of withdrawal have been agreed, whichever happens earlier. Once the EU has agreed the terms, the UK’s withdrawal will need to be ratified by parliament.

Separation from the Court of Justice of the European Union (we will still be bound by decisions from the European Court of Human Rights) is likely to lead to case law changes as cases go through the appeal process. Holiday pay and accruing holiday on long-term sick leave may be prime examples where change could arise, but this will be incremental and parliament could introduce legislation to deal with the current issues before this happens.

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July 22, 2016

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