The Brexit transition period ends on 31 December 2020 and with a UK-EU trade deal having been agreed just days ago, we look at the implications and considerations of Brexit for UK employers. The United Kingdom officially left the EU on 31 January 2020 and the transition period, during which time the UK was treated for most
The transition period, which commenced on 31 January 2020 (exit day), will end on 31 December 2020 irrespective of whether a Brexit deal has been reached, but what are the implications for UK employment law? Background to Brexit On 31 January 2020 Great Britain left the EU after both the UK and EU governments reached
1. When is it permissible for an employer to terminate the contract of employment of an employee on the grounds of ill health? Dismissing an employee on the grounds of ill health is anything but straight forward. Lack of capability, including when assessed with reference to health can be viewed as a potentially fair reason
CIPD: As Brexit negotiations commence, business owners sound the alarm over immigration crisis Recent research published by the CIPD has highlighted the demand for a direct, flexible and cost-efficient immigration system following Brexit. The research produced by the CIPD displayed: -UK employers struggled to fill low or semi-skilled jobs with UK born citizens and therefore
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Providing Employment Law Service, Support and Advice to Employers and Employees across Scotland and the UK, from Aberdeen to London, from Manchester to Glasgow, and in all places in between.
