Paul McFarlane outlines key challenges people professionals are likely to face in the coming months
The first, and arguably the most prominent, employment law issue likely to come up in the coming months is the Retained EU Law (Revocation and Reform) Bill.
If passed in its current form, I have serious concerns that it will create legal uncertainty. For example, by potentially creating uncertainty for employee and employer rights on the sale of a business, working time, guaranteed paid holidays and equality of treatment for part-time and fixed-term workers.
Legal uncertainty can undermine any plan for growth as neither employers nor employees will have clarity as to the meaning of large parts of employment law that affect investment and the cost of labour.
The bill is currently making its way through parliament. The Employment Lawyers Association (ELA) has written to the government setting out our concerns and giving recommendations on what the government can do to address them. We hope it takes what we say on board.
Flexible and hybrid working
Though that wave of uncertainty is seemingly unpleasant, the next topic is a far more familiar one. Employees have been reaping the benefits of flexibility and hybrid working since the start of the pandemic in 2020, and there’s no doubt it’s set to stay – despite the potential dismay of some employers that wish for their teams to return to the office. Employment lawyers are continually having to advise companies on the fine line...
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