The UK government’s Business Energy and industrial Strategy (BEIS) Committee is running an inquiry into the UK labour market “post-pandemic”. Part of its remit is seeking to understand whether current employment law is fit for purpose or requires reform.
This is interesting because since the announcement of an Employment Bill in 2019, no employment law reform has been laid before Parliament. The most recent Queen’s Speech did not include an employment bill at all, leaving previously anticipated measures such as the introduction of carer’s leave, flexible working from day one and extension of redundancy rights to new parents in limbo.
The committee seeks submissions in several areas including the UK labour market post Brexit; the impact of the Covid-19 pandemic on recruitment; skills shortages; market growth; and the use of artificial intelligence and technology in the workplace.
The inquiry will consider opportunities to capitalise on the departure from the EU, to “differentiate between the EU and UK “standards” in some areas of rights and protections. Before Brexit, it was widely pondered whether there would be a dilution of some EU law-based protections in the UK, such as maximum working time, entitlement to annual leave and rest breaks, protections for equality and on the transfer of business undertakings. A new Retained EU Law Bill will provide for new UK powers to amend, repeal or replace retained EU law.
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