According to a recent survey, only five per cent of British businesses want major changes to employment laws after Brexit. However, the same survey did reveal that 65 per cent would support some changes to employment laws.

GQ Employment Law carried out the survey and its key findings included the following. Seventy-five per cent of those questioned would like the removal of laws that currently allow the long-term sick to roll over their annual leave. Sixty per cent said that they would like to see changes to equal pay and discrimination laws. Of these 28 per cent said that they would like to see the introduction of a cap on equal pay and discrimination pay awards. Fifty per cent said that they would like the rules that require employers to pay employees an amount for overtime during holidays to be removed.

Paul Quain a partner at GQ Employment Law said, “Our survey backs the widely reported view that business wants stability post Brexit. While employers see Brexit as an opportunity for a review of EU employment law in some areas, in the main they are not looking for major change. The hope is likely to be that Brexit is seen as an opportunity to improve UK employment laws – making them as efficient, but also as fair as possible to both employers and employees.”

Whilst the UK has been part of the EU, a significant body of law has been introduced. Employment protection legislation ranges from annual holidays to working time, anti-discrimination and family friendly policies.