Yesterday, in its Smarter regulation to grow the economy policy paper, the UK government announced significant employment law reforms affecting the calculation of holiday pay and working time records, electing representatives in a TUPE transfer and non-compete clauses. The measures are the first in a series of post-Brexit regulatory reforms anticipated as part of the government’s smarter regulation agenda.
In addition, it is now clear that the proposed “bonfire” of EU-derived regulation has been abandoned, following the removal of the sunset clause in the Retained EU Law (Revocation and Reform) Bill. Instead, the government has published a list of the specific retained EU laws that it still intends to revoke, and this does not include any significant employment related legislation. The Secretary of State for Business and Trade has also stated that this government “will not reduce workers’ rights and protections, nor will we repeal maternity rights.”
At the moment, the proposed reforms are light on detail and we only know headlines. Further detail will emerge once the government starts to consult on its proposals.
For now, the government’s employment-related proposals are as follows.
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