The Retained EU Law (Revocation and Reform) Bill in its current form threatens this.

From 31 December 2023, all subordinate legislation will expire automatically absent further action.

This means waving goodbye to TUPE, the Working Time Regulations, the Agency Worker Regulations, and protection against discrimination for part-time workers and fixed-term employees, creating an uncertain outlook for key worker rights in 2023.

What 2023 has in store for HR:

HR needs to prepare for further sackings in 2023

2023 predictions for UK immigration policy as skills shortages escalate

Employee experience trends for 2023

Moving into recession headwinds, employers will be under financial pressure. The practice of fire and rehire will undoubtedly be used to re-engage workers on less generous terms, but this will be guided by a new Statutory Code of Practice (to be introduced "in due course").

While it won’t ban the practice, unreasonable failure to follow it will run the risk of higher compensation being awarded in any claim.

But with employees also feeling the squeeze, the wave of industrial action is set to continue.

New laws on minimum service levels are being introduced next year to help passengers travel during strikes, a move which has (and will continue to be) challenged by unions as arguably eroding the fundamental right to strike.

Separately, a boost for hospitality workers is on the horizon, with the government committing to introduce laws that will require tips to be passed to...

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