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Tuesday, September 29, 2026

The impact of the automatic repeal of EU law on UK employment law. Explained - People Management Magazine

On 23 September 2022 the UK government announced its intention to automatically sunset EU Regulations by December 2023. Then-Chancellor Kwasi Kwarteng stated that this will reduce the burden on business, improve growth and restore the primacy of UK legislation. Amidst the mini budget of the same day and the drama that has ensued, many people missed this statement.

The former Chancellor was referencing the ‘EU law Revocation and Reform Bill’ which was published in the House of Commons on 22 September. This Bill aims to revoke over 2,400 pieces of EU legislation contained in the UK statute book at the end of the Brexit transition period, which will require the relevant departments to review, replace or appeal retained EU law.

Retained EU law is most aspects of UK law that were derived from or influenced by EU legislation. It covers many areas from competition law to data protection and employment law.

The Bill will mean the replacement of retained EU law with new UK legislation more easily. ‘Sunsetting’ means that large parts of retained law will automatically repeal on 31 December 2023 unless Ministers decide to maintain or replace them in advance of that deadline.

In summary, if passed this Bill will makes it easier to amend and replace retained EU law without needing to pass an Act of Parliament.

This key Bill will be debated in both Houses of Parliament over the coming months. It may well be amended due to the vast amount of uncertainty about what the reforms might mean...



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