As an employer, the upcoming Brexit Freedom Bill will have a considerable impact on your duties and obligations. It’s vital that before changes are put in place on 31 December 2023, you are ready. That may be a challenge in itself, but what makes it even trickier is that the Bill is still being discussed in Parliament. This means that the time in which to act may be limited. But don’t worry. This guide will walk you through the basics, tell you where to go for the latest updates (as they develop), and show you how you can get valuable support to be Bill ready when needed.
Firstly, what is the bill?
The Brexit Freedom Bill explained
It would be an understatement to say that leaving the EU is a complicated process. There are as many as 50,000 EU laws and regulations that the UK is currently subject to. As of 31 December 2023, these will automatically lapse in the UK unless restated or replaced. Can you imagine the chaos that would ensue if new laws were not put in place?
As a result, the UK Government has established The Brexit Freedom Bill, or the Retained EU Law (Revocation and Reform) Bill as it is officially known. This bill aims to review every regulation and put in place new or amended ones for the UK to follow. It’s now going through the Houses of Parliament to allow a smooth end to the following of EU law.
What this means for employers
The new bill will ensure that the regulations in place in the EU to protect workers’ rights will not suddenly end in December 2023. Instead, they will not just be continued but, in fact, improved where possible. The areas of focus include:
- Working Time Regulations
- Holiday Pay
- TUPE
- Maternity and Parental Leave Regulations
- Agency Worker and Part Time Worker Regulations
- And more
There’s significant speculation over the exact changes that will be made, and it might be a while before we get clarification. When first announced, the promise was to create “regulations tailor-made to the UK’s own needs, cutting red tape and supporting businesses to invest, stimulating economic growth across the UK economy.” We can only hope this promise is kept.
To ensure that you remain up-to-date with the best advice possible over the course of this year, and don’t fall victim to wild speculation, we have pulled together the following list of expert sites which are closely monitoring the Bill’s progress through Parliament:
- People Management – media
- Seyfarth Shaw LLP – Global law firm
- Parliamentary updates
Then what?
How employers can react to the Bill
As a business owner, it’s critical to be aware of new and upcoming legislation to ensure your policies remain up-to-date. For this, consider turning towards an HR consultant who can help explain how the Brexit Freedom Bill will affect your workplace specifically. They will ensure that everything runs as smoothly as possible when changes are put into place.
It’s not just about adhering to regulations either; there needs to be careful communication between employers and employees far ahead of time, allowing everyone involved to understand what is happening before any transition occurs. Changes in legislation can sometimes put employers and employees at odds, but HR support can help smooth over any differences.
Ensuring a smooth transition to the post-Brexit world is achievable with HR support. However, it’s important they’re brought on board as early as possible. It takes months for an external team to really get up and running, so starting early gives them time to gain a comprehensive understanding of your business. Once that understanding is established, strong lines of communication between both employers and employees will help ease any disruption caused by this new legislation; ensuring you can make the most of these changes without undue concern about their impact on operations.
To best prepare your business for the changes accompanying Brexit, an outsourced HR team can provide invaluable assistance. They have the expertise necessary to update policies, establish new regulations, and implement modified work processes, all while monitoring compliance. Whether it’s strategy development or handling operational details, investing in this type of support is essential for a smooth transition for everyone involved.
Please stay updated on forthcoming announcements, and if you’d like personalised advice, don’t hesitate to get in touch with us.
