In the wake of the Retained EU Law (Revocation and Reform) Act 2023 (REUL Act) the UK Government has published draft regulations, with which employers will need to get to grips quickly as many of the new rules come into force on January 1, 2024.

The new regulations aim to 1) address key areas of employment laws the Government considers ripe for reform following Brexit and 2) restate or reproduce certain EU derived laws and principles to ensure employment rights in those areas are maintained.

We provide an overview to these new regulations below and the detail of the changes over a series of articles, linked below:

• New UK Regulations to Preserve EU-Derived Equality Principles
• Just in Time for the Holidays: Big Changes in the Law of Holiday in the UK

Overview

Employment reform

As we reported, the Government previously identified and consulted on three main areas of retained EU employment law, relating to working time records, holiday and TUPE information and consultation requirements, where it saw opportunities for improvement following the UK’s exit from the EU.

The Government has now published its response, alongside draft regulations and is making the following legislative changes:

1. Significant changes to the rules on holiday in the Working Time Regulations 1998 (WTR), including an entirely new holiday regime for irregular hours workers and part-year workers.
2. Minor clarifications to simplify the record-keeping requirements under the WTR.
3. Minor changes to Transfer of...

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