Brexit bonfire of employment law unnecessary, say employers
The popular opinion of most employers in the UK is that following Brexit there is no requirement for a major overhaul of employment laws.
Research by CIPD, as featured on Personnel Today, asked more than 500 employers whether they viewed 28 different aspects of employment law as necessary or not. The list included unfair dismissal laws, rated as necessary by 93% of businesses, as well as the national minimum wage (87%), parental rights at work (82%), agency workers laws (75%) and the Working Time Regulations (74%). All 28 areas of employment law surveyed were rated as necessary by the majority of respondents.
The research also found:
- half (52%) of employers go beyond the legal minimum requirements when implementing employment law, while 44% say that they meet the minimum requirements;
- employers largely recognise the positive impact of employment law on their employees, with more than two-thirds (68%) agreeing that it increases employees’ sense of fairness and trust in the employer; and
- almost seven in 10 (69%) say that implementing employment law improves the quality of employees’ working lives.
One area where most employers felt there should be change was around employment tribunal fees, with: 15% saying that fees should be abolished; 11% feeling that they should be substantially reduced; and 19% supporting a single £50 fee for all claims. One-third (34%) of employers want the existing level of employment tribunal fees maintained.
The findings make up part of the report, Employment Regulation in the UK: Burden or Benefit? The research also found that, while employment regulations are considered necessary, many respondents feel they are not well drafted and potentially difficult to apply.
Agency workers laws are rated as necessary by 75% of businesses, but just 36% said they are well drafted and easy to apply. Similarly, whistle blowing laws are seen as necessary by 83% of businesses, but half that proportion (41%) think they are well written and easily applied.
James Davies, joint head of employment at Lewis Silkin, commented: “We continue to enjoy the benefits of employment laws which achieve a balance between worker protection and business flexibility for which there is much support. Employment regulation and successful businesses are not mutually exclusive ideas.”
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For the Personnel Today article on this issue, please follow this link.