Brexit and the workforce

We’re keeping in touch with the implications of Brexit; here are our thoughts on what it will mean for the workforce and Human Resources more widely. The social care workforce is our most prized asset. With essential skills, determination and the right attitude, over 14,000 people in Oxfordshire provide valued care and support for vulnerable and elderly people every day.

Brexit provides potential employment law implications from a possible repeal of the Human Rights Act (HRA) to potential changes in existing family friendly policies. One key piece of legislation unlikely to change is the Transfer of Undertakings (Protection of Employment) Regulations – or TUPE – which provides clarity for businesses when taking on new contracts. However, the ‘gold plating’ of acquired rights may be diluted.

A focus on skill shortages rather than on ‘low skilled workers’, will certainly hit social care along with construction, catering and agriculture. Social care is not part of the Government’s targeted shortage shortlist.

Data protection is an area in which modest changes could be introduced to reduce the burden on employers. The UK government would probably seek to reduce public or consumer protection outlined in data protection laws. And it could be more willing to accept that the existing data rules place too big a burden on employers.

It is likely that the EU Working Time Directive will be changed with an opportunity to waive the length of the working week. This may,  to a certain extent, balance the shortage of potential care staff, but will not make up the shortfall completely.

For a more detailed analysis, download this briefing from NGA Human Resources.