On 10 May the UK government made a series of announcements that affect employment law.

Firstly, a significant change to the Retained EU Law (Revocation and Reform) Bill means that we are no longer on tenterhooks about what EU laws will continue to apply. The sunset clause, which provided that EU law would be automatically revoked on 31 December 2023 unless expressly retained, has been scrapped. Instead, the reverse now applies, with current laws remaining binding unless and until they are revoked. The government hopes this will provide some certainty for businesses, and while it commits to reviewing and amending EU laws, this new position allows for more time for proper assessment and consultation. Secondly, the government has announced regulatory reform announcements specific to employment law in the areas of working time and the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE):

• The UK’s Working Time Regulations 1998 (WTR) are derived from EU Law, and while providing valuable protections for workers, are often seen as burdensome and complicated to navigate. It is therefore unsurprising that reforms to the WTR are high on the government’s agenda post-Brexit. The announcement about reforms in this area is light on detail but appears limited to changes aimed at reducing the administrative burden around employers’ recording keeping requirements and to holiday entitlements and pay. There is no suggestion of any reduction to holiday entitlements. The...

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