Employers do not want employment law changes post-Brexit
Employers do not want major changes to employment law following Brexit, according to a report from the CIPD and law firm Lewis Silkin.
Employment Regulation in the UK: Burden or Benefit? surveyed more than 500 employers and found that 93% of businesses viewed unfair dismissal laws as essential, and 87% believed national minimum wage laws are necessary. All 28 areas of employment law surveyed were rated as necessary by a majority of employers. Parental rights at work were seen as a requirement by four-fifths (82%) of respondents. Two-thirds (75%) thought agency workers laws must stay, and the working time regulations were viewed as a necessity by 74%.
When it came to the areas where employers most wanted to see change, statutory union recognition laws were only deemed as essential by 55%. Laws surrounding religion and belief (61%), gender reassignment discrimination (61%), the right to request flexible working (67%) and marriage and civil partnership discrimination (68%) were also less likely to be seen as necessary.
Rachel Suff, employee relations adviser at the CIPD, said employers clearly value the impact of such laws. “This research shows that in many ways the rhetoric around employment law does not match the reality,” she said. “While much has been written about the need to roll back important aspects of our employment law framework to free businesses of red tape, it is clear that businesses themselves recognise the value of employment protection.
“Many of these regulations exist to protect workers against exploitation, ensure they are paid a fair wage, prevent discrimination in the workplace, and can help improve people management practices. Even the more controversial aspects of employment law, such as the Working Time Regulations, have broad support from UK businesses.”
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