The post below was first published on our Employment blog

With the EU Referendum date looming, employers will be considering the potential impact of an exit from the EU.

From an employment law perspective, Brexit would lead to considerable uncertainty because key areas of employment law are derived from EU legislation and so might fall away automatically, be abolished or be amended. These areas include working time, agency workers, fixed-term employee and part-time worker protection, health and safety, acquired rights under TUPE (Transfer of Undertakings (Protection of Employment) Regulations 2006), collective redundancy consultation, works councils, discrimination and certain family-related rights.

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