The Retained EU Law (Revocation and Reform) Bill, printed on 22 September 2022, marks the beginning of what might be probably the most important programme of employment legislation reforms within the UK for the reason that Seventies. The 42-page doc might be used to revoke over 2,400 items of EU laws that have been included on the UK statute e-book on the finish of the Brexit transition interval.
For employers, this inevitably means uncertainty, as we wait to see which current legal guidelines are to be retained, amended or repealed altogether. Employers due to this fact must be poised to take motion and reply to the adjustments, to make sure continued compliance and minimise authorized threat and operational disruption, whereas sustaining optimistic workforce relations.
In this information for employers, we clarify the proposed adjustments underneath the Bill, giving some perception into how and when these might influence authorized rights and obligations from an employment legislation perspective.
What is the Retained EU Law (Revocation and Reform) Bill?
Retained EU Law (REUL) refers back to the class of home legislation created on the finish of the Brexit transition interval underneath the European Union (Withdrawal) Act 2018 (EUWA). The EUWA offered the authorized authority for EU legislation to have impact as nationwide legislation within the UK. REUL is basically made up of sure items of EU-derived laws that have been ‘cut and pasted’ onto the UK’s statute e-book underneath the provisions of the EUWA, along with sure home legal guidelines that applied EU legislation and have been preserved in…
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