As we emerge from COVID-19's crippling economic grip, there is another serious challenge lying ahead that I outlined in an article published in today's Scotsman.

We may be headed for a further perfect economic storm towards the end of the year, particularly when you consider the coronavirus job retention scheme ends in October; the US presidential elections take place in November; further large scale redundancies are expected and, last but not least, we’re no closer to a Brexit deal, which is unsettling to say the least. 

The US influence is significant given that the trade negotiations, from a UK perspective, are not taking place in a Brexit vacuum.   Our negotiators will have one eye on transatlantic negotiations in particular.

How might all of this affect the employment landscape?

The EU has been pivotal in shaping our employment laws. During the transition period, the UK is, for most purposes, deemed an EU member.  Any deal agreed before 31 December this year will include certain employment safeguards in order to ensure a ‘level playing field’.

Similarly, with no deal, the scope for change in UK employment safeguards is wider.

What is clear is that Brexit opens up important commercial and legal freedoms. The debate now is whether that freedom proves worth the cost.