The TUC is calling on the Prime Minister to assure working people she will protect employment rights that are currently guaranteed by the EU and to make sure British workers don’t fall behind European workers in the future.
The TUC has in the past expressed concerns about employment rights such as fair treatment for part-time workers in the event of Brexit.
TUC General Secretary Frances O’Grady said: “The Prime Minister must reassure working people that they will not pay the price for Brexit.
“No-one voted to put their rights at work in jeopardy. But 100 days later, we’re still in the dark about EU-guaranteed rights like parental leave, protection from excessive working hours, and protections for part-timers and agency workers.
She called on the Prime Minister to make “a clear commitment to protect all workers’ rights”.
She added: “The government must set out a negotiation strategy that protects trade, investment and jobs. Otherwise we risk sleepwalking towards a hard Brexit, which would leave working people facing hard times.”
Richard Mullett of The Legal Partners, which offers weekly advice sessions to HR Directors and Managers on legal issues linked to Brexit, said: “Certain concepts in UK employment law are unlikely to change, such as maternity leave, holiday pay and discrimination protection. This is because these laws originally pre-dated the UK joining the UK. The UK labour market is known to be very flexible and so certain concepts, for example, flexible working and shared parental leave are more flexible in the UK anyway.
“Some more technical EU regulations, for example, Agency Worker regulations and TUPE may get amended. All UK governments consult on law changes so any changes to Employment Law resulting from Brexit should be clearly signposted so that business and Employees can adjust.”
Meanwhile, the Prime Minister is reported to have asked Matthew Taylor, an adviser to Tony Blair’s government, to lead a major review of employment rights, including zero hours contracts and the rights of the self employed.