- The Working Time Regulations: the repeal of the right to statutory holiday/48 hour week/rest-breaks. All these would become a matter of freedom of contract.
- Agency Workers Regulations: giving equivalent rights of pay to agency workers as to permanent employees after 12 weeks continuous employment).
- TUPE: Or certain aspects of TUPE. I.e. the right to employment protection when businesses are bought and sold.
- Equality Legislation: some rights, e.g. the right to accrue holiday pay during maternity leave may well go.
Read more: Brexit would lead to working time shake up, says QC Despite the desire to “free ourselves from Brussels red tape,” the biggest driver of working practices in the UK is not EU employment law, it is: (a) the demand for talent (managing skills-shortages or skills-surpluses); and (b) the tax regime (corporation tax) and rate of NICs. The claim that EU employment laws has a dramatic negative effect on the UK workplace is overblown. Our own domestic legislation has, and on 24 June will have, far greater impact.