The most important point to make is that there will be no immediate changes, certainly within the next two years. To leave the EU, the government must give notice under Article 50 of the Lisbon Treaty. There is a default two-year period and the exit becomes effective after this.
To date the Government is yet to serve notice under Article 50, so this period is likely to be longer than two years. This means that there will be no immediate change to the HR landscape with potentially larger changes happening after a period of two years or more.
Therefore, employers should reassure their employees of this. In addition, the fact that European law has been implemented through the UK’s own regulations and Acts of Parliament will mean that existing employment laws are unlikely to change significantly.
Change to employment law will be more likely following the outcome of the General Election in 2020. For example, a Conservative government may look at deregulating some areas of employment law whereas a Labour government is less likely to do this.
To summarise, it’s unlikely that there will be any significant changes in our current employment laws in the short term. In the longer term there could be significant changes in our employment laws but these are more difficult to forecast at this time.