Building Your Early Years Business by Jacqui Burke

Author:Jacqui Burke
Language: eng
Format: epub
ISBN: 9781784503192
Publisher: Jessica Kingsley Publishers
Published: 2017-02-04T16:00:00+00:00

A word about Brexit

At the time of writing this book, the UK government is faced with putting into effect the UK’s exit from the EU following the referendum result in June 2016.

The Brexit vote has created uncertainty in many aspects of our lives, and how it will affect HR and employment law is one of those that many early years businesses are wondering and worrying about. For many who voted to leave the EU, it was the imposition of EU red tape and regulations that perhaps prompted that vote. And it would be true to say that some of the UK’s employment legislation does have its origins in Brussels. This includes areas such as:

•anti-discrimination

•treatment of pregnant workers

•working time rights

•employment of agency workers

•rights to collective consultation

•health and safety rights.

However, the process that our government has used over many years is to weave various pieces of EU legislation into the UK’s own legislation rather than tag it on the side. An example of this would be laws relating to equality and discrimination. In 2010 the UK government removed a whole host of our existing legislation and replaced those laws with the Equality Act. This incorporates both EU and UK legislation in one Act.

And in some cases the UK government has taken things further than required by the EU and has introduced legislation that goes beyond the original EU requirements.

Although the Brexit vote does mean that the UK government will no longer be constrained by EU rules, if they do wish to remove certain pieces of legislation in an effort to reduce red tape for businesses, those laws will then be reviewed and amended over a period of many years, as and when Parliament has the will and time to review them. The government also has to consider that those businesses who wish to continue trading with the EU may find that future trade agreements still require them to demonstrate that they are meeting EU standards in order to continue with that trade relationship (this is unlikely to be an issue for the early years and childcare sector but is certainly a consideration for the government when they think about how to adapt our labour laws).

So in summary:

•Nothing will change any time soon – radical changes are likely to take many years.

•Changes may not be as radical as some might be expecting – whole chunks of legislation are unlikely simply to disappear – changes are likely to be minor and implemented in a piecemeal fashion as each individual piece of legislation is reviewed.

•Businesses may still need to abide by certain EU rules if they wish to trade with the EU.

My key message to employers in the early years sector at this time is – keep calm and carry on!

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