Canadian HR Strategy

Fall/Winter 2016

Human Resources Issues for Senior Management

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Bracing 12/CANADIAN HR STRATEGY F or now, details are very much up in the air when it comes to Brexit — no one is really sure what the United Kingdom's relationship with the rest of Europe is going to look like down the road. That doesn't mean, though, that an organization can't take steps to consider the possible outcomes, and protect and prepare its workforce. Timelines, right now, are best-guess scenarios. "In legal terms, the process (of the U.K.'s exit from the European Union) doesn't really even start until the U.K. gives a notice to the EU under Article 50 of the Lisbon Treaty," says Michael Bronstein, partner and U.K. head of the employment and labour group at Dentons in Lon- don. "Then, they have a maximum two-year period to negotiate that parting. At the moment, indications are that that notice is unlikely to happen until the early part of 2017." REGULATIONS LIKELY TO STAY STEADY If the "when" is in question, some of the "what" is less vague, at least with respect to regulations. "There's a common misconception that British employment law is all European and that it's all going to disappear in a puff of smoke at some point between now and two years' time, but the fact is that most Details are still murky but employers with staff in the U.K. may want to prepare for Brexit Bracing for Brexit Bracing By Melissa Campeau PHOTO: SHUTTERSTOCK

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