This year is shaping up to be significant in terms of changes to employment law. Below, we have selected five of the main developments to look out for.

1. Post Brexit reform - the Retained EU Law (Revocation and Reform) Bill:

This bill will provide that any EU employment laws retained since Brexit will end on 31 December 2023. That includes some major legislation embedded in our system including the Working Time Regulations, TUPE, and the Maternity and Parental Leave Regulations. The intention is that such laws will be reviewed with a decision made to retain or replace them with new domestic legislation, or they will automatically expire at the end of the year. Consultations are due to commence shortly. We will then start to see which of the existing laws will be reformed (in part or in whole), maintained as they are, or removed from UK law altogether.

2. Code of Practice on Harassment:

This is currently in the hands of The Equality and Human Rights Commission. The new Code is expected to contain a new proactive duty which will require businesses to take reasonable steps to prevent the sexual harassment of staff ‘in the course of their employment’. That would cover while at work and at work events and gatherings. It would mark a reset of the current position which focuses on employers reacting reasonably and appropriately in the event of such incidents.

Further, the new Code is anticipated to re-introduce employer liability if workers are harassed for any reason...

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