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