In this issue: Brexit and the consquences for employment law; Brexit and the implications for business immigration; Beware of post-Brexit discrimination and harassment in the workplace and more...


Brexit and the consquences for employment law

On 23 June 2016, the United Kingdom voted to leave the European Union. The expectation is that the UK and EU will commence negotiations on a new form of relationship later this year.

In this article we consider what impact the three main alternative relationship models would have on UK employment law. We also consider which areas of employment law are susceptible to repeal or reform post-Brexit.

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Brexit and the implications for business immigration

Immigration was a key focus during the run-up to the recent EU referendum, with the Leave Campaign making the case for the need to control the overall number of migrants entering the UK to live and to work. Our Immigration team considers the impact of Brexit on business immigration. What changes are expected and what can employers do to protect themselves now?

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Beware of post-Brexit discrimination and harassment in the workplace

Last week's vote to leave the European Union has sent significant shockwaves across our society. In this article, we consider the immediate risks, and the steps employers should take to prevent tensions spilling over into in the workplace.

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Brexit and the impact on other areas of law

What is the impact of Brexit on other ares of law? We have consolidated into one paper thoughts across various legal disciplines as to the sorts of legal issues your business might face on the UK leaving the EU. This briefing discusses, in outline, the timetable for Brexit, and the possible shape that Brexit might take. The briefing then discusses the possible impact Brexit might have on certain areas of law relevant to your business. Whilst there is currently no detail as to the UK Government's preferred form of ongoing relationship with the EU, this paper aims to give a flavour of the issues that might need to be considered if the UK does leave the EU.

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Disability discrimination: EAT holds expectation of working long hours could be a PCP

In an article first published by Thomson Reuters, Managing Associate, Annabel Mackay, examines the recent EAT decision in Carreras v. United First Partners Research in which it was confirmed that an expectation that an employee would work long hours could be a provision, criterion or practice (PCP) which puts a disabled person at a substantial disadvantage compared to a non-disabled person.

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Confidential information - control, alt, delete

In an article first published by Thomson Reuters, Managing Associate, Annabel Mackay, considers the recent High Court decision in Arthur J Gallagher (UK) Ltd and Ors v Alexandre Skriptchenko and Ors where an employer obtained a mandatory injunction for deletion of confidential information.

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Does the Acas Code apply to ill-health dismissals?

The EAT has confirmed that the power to increase or decrease an award of compensation for a failure to comply with the Acas Code of Practice on Disciplinary and Grievance Procedures does not extend to dismissals on the grounds of ill health and is instead limited to disciplinary and poor performance situations (Holmes v Qinetiq Ltd, EAT).

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Amanda Steadman

Amanda Steadman

Professional Support Lawyer, Employment
London

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