July 2018 has seen many memorable headlines – Donald Trump overshadowing the Queen while inspecting the troops whilst in the shadow of his blimp. Stories of remarkable rescues and teamwork in Thailand, and the English football team demonstrating that they could be remarkable yet accessible role models. Brexit continues to dominate the news, with the current state of affairs appearing somewhat, shall we say, uncertain.

The world of employment law saw the Government publishing its White Paper 'The Future Relationship between the United Kingdom and the European Union'. 

You can read it by clicking on the link here.

Previous predictions from commentators were that we were likely to see three areas of change post-Brexit. These were:

  • the relaxation of the restrictions on harmonising terms and conditions following TUPE;
  • the relaxation of collective consultation requirements in redundancy situations; and
  • the relaxation of much of the Working Time Regulations.

The White Paper suggests there may be no regression in employment laws, and that in fact nothing will change. Whether we can be certain of anything in the current climate is doubtful, but at the moment we can assume that TUPE, the Working Time Regulations, collective consultation requirements and much of our discrimination legislation will not be amended when we leave the EU.


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Author: Arwen Makin

Senior Solicitor, ESP Law Ltd

After studying law at Cambridge University, Arwen trained at leading national law firm Mills & Reeve, qualifying into their employment team in 2002. Arwen has extensive employment law experience, having advised both employers and employees on a wide range of employment issues. Prior to joining ESP she previously worked for a number of years providing advice and representation to both trade unions and their members, and has a particular expertise in the education sector. Due to her diverse experience she is ideally placed to give advice in relation to professional conduct and regulatory matters.