A combination of Brexit and Covid has meant that over the last few years, there haven’t been many significant developments in the employment sphere. However, this is likely to change in 2024.
As we ring in the new year, we have rounded up 10 key developments (ok, eleven as we couldn’t let a Supreme Court case not make the post!) that are likely to shake up the employment law landscape in 2024 and beyond. We will be running an employment webinar in February 2024 to guide employers through the details of the changes. Information on how to sign up will be available shortly.
The Retained EU Law (Revocation and Reform) Bill originally paved the way for all retained EU law to be revoked automatically at the end of 2023 unless it was expressly transferred into UK law. This had potentially significant implications for areas such as working time, TUPE and agency work. However, in June 2023, the Government reversed its position and confirmed that only those laws expressly identified by the Government at the end of 2023 would be revoked. In the short term, this means all EU derived employment law will remain in place (subject to the reforms mentioned below).
What is changing, however, is that the Act revokes the principle of EU supremacy in UK law from 1 January 2024 and creates uncertainty over the status of EU case law and the way EU-derived law will be interpreted by UK courts. The ramifications of this change may not be known for quite a while, but it may lead...
Turkish base fake news in Armenia For several days, a video has been circulating on social media claiming that Armenian Prime Minister Nikol Pashinyan allegedly signed a “secret agreement” with EU ...