John McParland called this right on Twitter: “A gobby Tory Minister revealing that Brexit is all about reducing workers’ rights. It’s a REMAIN VOTE FROM ME.”
Commenting on a speech at the Institute of Directors by pro-Brexit MP Priti Patel, in which she argued that leaving the EU would be an opportunity to cut EU social and employment protections, TUC General Secretary Frances O’Grady said:
“Leave the EU and lose your rights at work – that’s the message that even Leave campaigners like Priti Patel are now giving.
“But which rights would go – your right to paid holidays, your right to parental leave, maybe protections for pregnant workers?
“The EU guarantees all these rights and more, and it’s why Brexit is such a big risk for working people.”
In her speech, Ms Patel said: “If we could just halve the burdens of the EU social and employment legislation we could deliver a £4.3 billion boost to our economy and 60,000 new jobs.”
The TUC does not accept her claim on jobs and the economic boost of reducing these EU-derived rules, but notes her overtly hostile agenda towards workers’ rights.
The TUC commissioned an independent legal opinion from Michael Ford QC on the consequences of Brexit for UK employment law and workers’ rights. A full copy can be found at www.tuc.org.uk/sites/default/files/Brexit%20Legal%20Opinion.pdf
Michael Ford QC’s legal opinion suggests that, based on past history and extant policy documents, the workers’ rights most vulnerable to repeal are:
- Collective consultation, including the right for workers’ representatives to be consulted if major changes are planned that will change people’s jobs or result in redundancies (as have been used in recent major announcements in the steel industry).
- Working time rules, including limits on working hours and rules on the amount of holiday pay a workers is entitled to.
- EU-derived health and safety regulations.
- Transfer of Undertakings (TUPE), i.e. the EU-derived protections to the terms and conditions of workers at an organisation or service that is transferred or outsourced to a new employer.
- Protections for agency workers and other ‘atypical’ workers, such as part-time workers.
- Current levels of compensation for discrimination of all kinds, including equal pay awards and age discrimination.
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