Defending workers' rights

Brexit puzzleUnite has warned that Britain’s withdrawal from the EU must not become an opportunity for the government or employers to attack our members’ employment rights. 

We are calling for any new trade deals to adhere, as a minimum, to International Labour Organisation (ILO) standards and for there to be sanctions, with teeth, should those standards be violated.

Unite is demanding that the following workers’ rights, currently underpinned or supported by EU legislation, must be retained by the UK post-Brexit, and upheld in any new trade deal or trading arrangement:

  • Limits to the working week, guaranteed rest periods and minimum paid holiday entitlement, which are enshrined in the working time directive

  • Equal pay

  • Anti-discrimination rights, protected by the Equality Act

  • Health and safety at work protection

  • Maternity and paternity rights

  • Equal treatment for part-time, fixed-term and agency workers

  • Information and consultation rights

  • The transfer of undertakings and protection of employment (TUPE) regulations, which protect employees’ terms and conditions when their jobs are transferred to a different employer

  • Right to written terms and conditions
While we will fight for these fundamental workplace rights to be protected, the campaign for the scrapping of the Trade Union Act and for guarantees that protect the right of workers to organise into trade unions, the right to collective bargaining and the right to strike continues.