Trick or treat?

Not altogether unexpectedly, since I last blogged we have gained a new prime minister and, love him or loathe him, one thing is guaranteed with Boris Johnson – politics won’t ever be boring during his premiership!

So the Brexit sequel to 29 March 2019, Halloween 2019, is well and truly underway, with Michael Gove blaming the EU for not re-opening negotiations on the Withdrawal Agreement and, in predictable reciprocity, the EU blaming the UK for lack of movement, and saying there’s nothing else to talk about as the deal that Theresa May put before Parliament (three times, unsuccessfully) is the best we’ll get! 

But has anything changed? Well, Boris Johnson is adamant that the UK will exit the EU by 31 October, with or without a deal (but, we assume, with a jack-o’-lantern and scary mask) and it now appears that nothing short of a change in prime minister will stop that. Although the Prime Minister has said that the chance of the UK leaving without a deal was a million to one, that comment that might come back to haunt him as he’s now told his ministers to turbo-charge the arrangements for a no-deal Brexit.

Meanwhile, back in the real world, if there is no deal, everything we thought we knew about future jurisdiction of the ECJ, immigration, and EU citizens’ rights in the UK, may fly out of the window, as they are all wrapped up in Theresa May’s failed Withdrawal Agreement. And while the EU (Withdrawal) Act 2018 enshrines all workers’ rights derived from EU directives as they stand on 31 October in UK law, the future position on workers’ rights is less clear.

To help steer you through the horror story of Brexit uncertainty, we’ll be discussing the up to date position at this autumn’s Law on Tour workshops, which kick off in Leeds on 1 October 2019.

At the workshops we’ll be reviewing and dissecting the new protection from redundancy the Government is giving to pregnant women and new parents, and the rules on NDAs and how they will affect settlement agreements.

We’ll also be reviewing the Government’s proposals to overhaul the statutory sick pay system, and to give non-disabled workers the right to reasonable adjustments. Not forgetting the almost certain introduction of a statutory code of practice on the prevention of sexual harassment and other forms of harassment; employers’ mandatory duty to prevent harassment at work; and the reintroduction of employers’ liability for third party harassment. 

The workshops will include all the above and much, much more, so if you want to make sure of reserving a place, book now, as venues are filling up fast.

I’ll look forward to seeing you at one of the tour venues in October - if you dare!

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