With the result of the EU Referendum on 23 June a resounding ‘Leave’ it’s not surprising that people will be concerned about how this will affect their jobs, particularly if some companies are considering whether or not they still want to be based in the UK.

So what exactly will change?

The Government has confirmed that any EU national who came to the UK legally under pre-existing EU rules will not be made to leave. It has also said that British businesses who use staff from other parts of Europe will not have to give them up.

But there are certain working rights that come from the EU that may not exist under any new post ‘Brexit’ agreements:

• Working Time Regulations – we currently exceed the EU rules for holiday pay so this is unlikely to change. But holiday pay above basic rate may be scrapped, along with mandatory rest periods, a cap on your working week and being paid while on call.
• TUPE arrangements – when your employment contract is transferred to a new employer your terms and conditions are currently protected. As this comes directly from the EU, it may be up for debate.
• Equality of treatment for agency workers after 12 weeks employment – also straight from the EU so it may change in the future.
• Redundancy rights – when a business fails, staff currently get a minimum cover for eight weeks’ salary and various other accrued rights. This may well be scrapped because it’s expensive to fund.
• Unlimited compensation for discrimination – we may well revert back to capped claims.

But there is some good news! Those employers who delayed recruitment during the run up to the referendum may now start to recruit which will no doubt help the jobs market.

Premier Placement Services candidates that are unsure how the Referendum result will affect them can always contact a member of our team. And if you’re looking for work, check out our on-line job search.