This month has been a busy month in the world of employment law.

Starting with the big picture and where employment law may be heading over the next few years.

I hesitate to use the B word, Brexit, as we are all sick to death of it. The UK’s chief negotiator, David Frost, set out the UK’s negotiating position. In summary the UK’s position is that, despite the level playing field provisions in the withdrawal agreement, there will be no static or dynamic alignment with EU rules on employment law, environmental protection and consumer rights. So, in theory, UK employment rights could be diverged from the EU as early as January 2022.

Whether this is a negotiating position or an end position, we will wait and see. PJH Law’s view is that it is an end position and the UK will be free to diverge from all EU law next year, including employment law. Expect a bonfire of regulation.

We have diarised to update you on our prediction in January 2022.

Brexit and Labour Shortages:

The government has also put the onus on business to re-define itself and have less integrated supply chains with the EU. The message has gone out that if business is finding that labour is in short supply then business should either automate or raise wages. Easier said than done, we suspect.