Whichever way you intend to vote on June 23rd, an outcome in favour of BREXIT will undoubtedly lead to a period of considerable reflection and review by the government, especially as it relates to employment law. Will they seek to adopt early changes to the likes of TUPE or, simply leave well alone and focus on negotiating FTA's with all EU countries? Here's HR Review's take on the question...
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BREXIT and employment law. Are you ready?
A vote to leave the EU would certainly be politically binding on the Government. However an exit could not practically happen overnight and so it would be probable that a referendum vote to leave in, say, late 2017 would not actually take effect for at least 2/3 years to allow a period for businesses and individuals to have time to make necessary transitional arrangements. Of course if the date of an EU exit stretched beyond the term of the current parliament of May 2020 then a future Labour government may be disinclined to retreat on employment protection legislation, meaning little, if any, change to the current landscape. However it would seem improbable that the current or future Conservative government would, freed from the shackles of EU law, make no changes if the exit date fell during the current parliamentary term.
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