Editor's message: The situation as it currently stands is that the Brexit date has been postponed. The UK will leave the EU on 31 October 2019, or earlier if Parliament approves the withdrawal agreement before that date. It is also possible that, if no deal is reached by 31 October 2019, the UK and EU could agree a further extension to the Brexit date. If the withdrawal agreement is not ratified by 22 May 2019, the UK will be required to participate in EU elections.
One of the issues of particular interest to many organisations is the impact of Brexit on their European workforce in the UK. The UK Government and the EU negotiators have reached an agreement on citizens' rights, under which EU citizens who arrive in the UK by 31 December 2020, the end of the transition period, will be entitled to apply for "settled status" when they have five years' continuous residence in the UK. This will give them the right to stay indefinitely.
In the event of a "no-deal” Brexit, the Government's position is that the transition period for EU citizens in the UK would not apply, so only EU citizens who are resident in the UK by Brexit day would be eligible to apply under the settlement scheme. The position for UK citizens in the EU if there is no deal is less clear, as it depends on the approach of each individual country.
Under the European Union (Withdrawal) Act 2018, EU law will be converted into UK law when the UK leaves the EU. This means that current workers' rights under EU law, such as working time rights, will remain in effect after Brexit, but will become subject to Parliament's control over domestic law.
The Act also confirms that, from exit day, UK courts will no longer be bound by new decisions of the European Court of Justice, although decisions made before exit day will continue to be binding on UK courts. The final court of appeal will be the UK Supreme Court. The jurisdiction of the European Court of Human Rights is, however, unaffected by Brexit.
Susie Munro, senior employment law editor
Almost half of employees think their employer will make redundancies over the next year, fearing Brexit will result in financial instability.
The UK and the EU have agreed a "flexible extension" of Brexit until 31 October, but will this Halloween exit date mean further nightmares for employers? Jo Faragher reports.
Updated to flag up the UK's agreement with the EU on 11 April 2019 to postpone the date on which the UK leaves the EU.
Updated to reflect the further postponement to the date of the UK's withdrawal from the EU.
Given the current Brexit crisis there are few certainties about future immigration rules, but for Claire Nilson and Hodon Buraleh there are encouraging signs in Philip Hammond's Spring Statement for those concerned about the growing skills gap.
How should employers approach political discussions at work? Can employers prevent employees from displaying pro- or anti-Brexit paraphernalia at work? What about staff campaigning or protesting outside working hours? Will employers making redundancies because of Brexit really choose leave voters as the first to go? We discuss five scenarios related to Brexit and political opinions at work.
Every April, HR professionals are faced with a raft of amended employment laws and deadlines for their organisation to meet. Important issues in April 2019 include changes to the law on payslips and the usual increases to the national minimum wage, maternity pay and redundancy payments. Large employers should also be working on their second gender pay gap report and their latest modern slavery statement. Meanwhile, the impact of Brexit on EEA nationals continues to be a major issue.
How the UK manages Brexit may hang in the balance this week, but one certainty is that costs will rise for employers in obtaining visas and sponsor licences for international employees. Olivia Bridge explains.
HR and legal information and guidance relating to Brexit.