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On the 31st December 2020, the Withdrawal Period for the UK’s transition out of the EU ended, ending or changing many of the agreements and laws UK and European businesses have been used to for many decades.
This has posed fresh challenges to businesses everywhere. From employment to trade, tax to regulation, the entire corporate landscape has changed dramatically.
That’s where we can help. Our expert team of solicitors are well-equipped to help businesses navigate obstacles posed by Brexit, while also helping them prosper in a new economic environment and climate.Speak With An Expert
Spencer Churchill solicitors have experience in every industry and sector, so we have the expertise and understanding to provide businesses with tailored advice and guidance, whatever sector they’re in, including: automotive, energy & utilities, media & entertainment, retail and technology.
If you would like to know more about how we can help you navigate Brexit, you can contact us here for more information and guidance.Speak With An Expert
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The UK ended their transition period out of the European Union (EU) on the 31st December 2020.
Despite this, there are still elements of EU law that apply to UK law. This is also known as ‘retained EU law’. In total, this equates to an incredible 150,000 pieces of EU legislation.
Some of the key EU legislation retained by the UK includes working time regulations, GDPR and certain discrimination laws.
Despite the UK retaining hundreds of thousands pieces of EU legislation after the transition period ended on December 31st 2020, there has still been a huge impact on laws and governance. This includes corporate and commercial law, dispute resolution laws, employment laws and rules and regulations across the vast majority of sectors.
Immigration and the laws and regulations that govern it was one of the most pressing issues surrounding Brexit and the debate that engulfed it.
From the 1st January 2021, the UK ended the free movement of people and introduced a points-based system for EU and Non-EU citizens.
This new point-based system has a huge impact on UK employers and employment as a whole. The points-based system inherently grants priority to individuals classified as ‘higher skilled’, such as engineers, scientists and academics, while those classified as ‘low-skilled’ or ‘temporary workers’ will find it harder to gain entry to the UK.
Broadly, those looking to gain entry to the UK will be classified either as: highly skilled, skilled and low skilled, which will in-turn dictate their legibility for gaining employment and access to the UK.
As it currently stands, much of the EU employment laws will be absorbed into the UK, so there will be a continuation of the employment rules and regulations much of UK business and employees have been used to.
That’s not to say there are new regulations or revisions that businesses and employees alike should be aware of. Some EU employment legislation that may be subject to change include holiday pay calculations, caps on discrimination compensation and agency workers regulations.
However, it’s unlikely that for the foreseeable future that there will be any major reforms to employment law as we know it in the UK.
One of the major factors employers face will be changes to immigration law as the UK moves to a points-based system. This will directly affect who employers can and can’t employ, while also shrinking the job market as a whole for employers.