We take a look at the package of proposed post-Brexit reforms, including a new limit on non-compete clauses and proposed changes to annual leave and TUPE
After months of speculation over what the future might hold for employment law in a post-Brexit world, last week the government revealed its hand. The bonfire of employment rights that many feared has not materialised but some potentially significant reforms look to be on their way. In this article, we take a closer look at those proposed reforms and what they might mean for employers.
No more automatic sunsetting of EU laws
In autumn last year, the government published the Retained EU Law (Revocation and Reform) Bill which provided (amongst other things) that all EU-retained law would be revoked automatically at the end of 2023. It included a few exceptions to these so called sunsetting provisions, such as where the government decided to specifically preserve a particular piece of law.
Last week, the government reversed its position and announced that the sunsetting provisions in the Bill will be replaced by a list of the retained EU laws that it intends to revoke at the end of 2023. All other EU-retained legislation will not, therefore, be automatically revoked and will continue to be binding beyond the end of this year – giving businesses much needed certainty. The current list of laws to be revoked has also been released and it does not contain any major employment legislation, easing fears of an employment law...
Dive Brief: Honeywell Aerospace recently reached a $2.04 million settlement with the Justice Department to resolve allegations that it failed to comply with cybersecurity requirements under a Dep...