Brexit the very real risk to women's working rights.
I work as a Human Resources Consultant, while not an employment lawyer i do have a good understanding.
There seems to be a lot of misleading information on social media concerning Brexit or Not.
In my view the EU has done a considerable amount to improve the lives of working women (see the bottom of this post) and a lot of this is at great risk if we leave the EU.
I don't wish to tell you how to vote, but all women really need to know what they're voting for.
This is a very good summary of what's at risk
touchstoneblog.org.uk/2016/05/10-top-brexiteers-explain-theyre-danger-rights-work/
While in some instance, UK rights are better than EU rights, the EU rights underpin those rights. Employment law is very complex, which is why it is easy to confuse people. Take the EU rights away and there is nothing to stop UK rights being water-down or abolished.
Most at risk are rights for part time workers, agency workers which particularly affects women and TUPE. If you trust Gove & IDS not to privatise your hospital or academic your schools, and leave the TUPE rights along, you're a lot more trustworthy than me.
There is a meme going round on social media which proclaims the wonders of British rights, it has Union Jacks on it. Brexiters hold it to their chest like a lucky talisman, but it is misleading, confusing and fundamentally incorrect. Here a QC Sean Jones rebuts it.
medium.com/@seanjones11kbw/i-logged-into-twitter-and-someone-had-posted-this-image-into-my-timeline-5596de6f6311#.socgzp8c2
If you imagine the worst case scenario of IDS, Gove and Boris, the threat of a wilful removal of hard won rights will be slashed. Please read this
Listen out every time you hear the words being competitive, or EU Red Tape, these are your rights.
www.indymedia.org.uk/en/2016/06/525326.html?utm_source=twitterfeed&utm_medium=twitter
Here is a summary from Institute of Personnel and Development
www.cipd.co.uk/hr-resources/voice/04/real-impact-eu-uk-employment.aspx?utm_medium=email&utm_source=cipd&utm_campaign=cipdupdate&utm_term=945986&utm_content=270416-5725-9747--20160427084831-the%20likely%20impact%20of%20a%20%E2%80%98leave%E2%80%99%20vote%20on%20employment%20law
A significant body of employment law in the UK that derives from the EU, and over the past decades this has affected workers’ rights across the economy. For individual rights the main areas include working time and annual holidays, rights for women (for example equal pay), family friendly policies (for example pregnant workers, parental leave and so on), anti-discrimination legislation (for example equal treatment) and atypical workers (for example agency workers). For collective rights, there are three main legislative areas: collective redundancies and TUPE, European Works Councils, and information and consultation.
The Working Time Directive is one of the most high-profile elements of EU-derived law affecting employment – before it was transposed into UK law, UK workers did not have a statutory right to paid annual holiday. The directive ensured that all workers should be entitled to at least 20 days of paid annual holiday, but the UK government increased this entitlement to 28 days including bank holidays. However, one of the other main provisions – that a worker’s working week would be limited to 48 hours – is subject to an opt out in the UK.
One of the most important areas of employment rights affected by European legislation is the equal treatment rights of what are often termed “atypical workers” in Brussels. This includes equal treatment for part-time workers, those on fixed-term contracts and temporary agency workers in terms of pay and basic conditions of employment. The latter came into force through the Temporary Agency Workers Directive, although the equal treatment provision regarding pay only applies to UK temporary agency workers after 13 weeks as opposed to the first day as stated in the Directive. It is likely that many UK workers who are agency workers or who work part-time in the public sector are directly affected by this legislation from the EU.
Typically, European law is initiated in Brussels through directives and, once agreed, transposed into national legislation across all of the member states. EU-derived law has been incorporated into UK law using a range of legal approaches including secondary legislation under the European Communities Act 1972 (for example TUPE) as well as through acts of Parliament (for example, the Equality Act).