There is certainly nothing "mini" about the anticipated changes to employment law announced in recent weeks.
Most notably, the potential repeal of key EU-derived legislation such as the Working Time Regulations and TUPE by virtue of the Retained EU Law (Revocation and Reform) Bill. However, in another complex twist, Northern Ireland's legislation is currently excluded from the `sunset' provisions of the Bill.
We have summarised the main points from the Mini-Budget and set out how these will impact Northern Ireland specifically.
1. EU-derived employment law could cease to exist by the end of 2023
What is the Retained EU Law (Revocation and Reform) Bill (the "Bill")?
The Bill aims to rapidly reform EU-derived employment law. Following the end of the Brexit transition period on 31 December 2020, EU law applicable in the UK at this time was preserved in UK domestic law as "retained EU law".
It was (wrongly) assumed that reform of retained EU law was low on the UK government's agenda but the Bill now confirms otherwise.
The Bill provides for a total overhaul of EUderived employment law in Great Britain by the end of 2023 known as the `sunset clause'. Unless positive action is taken to retain EU-derived employment laws, they will be either amended, repealed or replaced.
What is the significance of the Bill for UK law makers?
Pertinent areas of employment law fall under the Bill's ambit, such as:
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