Two major events have dominated the news of late. First, on 23 September 2022, the Chancellor Kwasi Kwarteng delivered his mini-budget to the House of Commons. Second, the Conservative Party held its annual conference. These two events have led to a raft of far-reaching government policies being announced (and in some cases withdrawn already), which have been met with varying degrees of enthusiasm (to put it mildly).
It should be stressed that while some policy is more fleshed out than others, we don’t yet know the precise form that any legislation might take, or indeed whether it will ever make the statute books. However, since some of the policies could have wide-ranging implications for employment law, this blog aims to predict how employers might be impacted.
Under the government proposals, all “Retained EU Law” (ie secondary legislation implementing EU Regulations or Directives and CJEU case law) must be expressly transferred into UK law by 31 December 2023 or it will cease to be law in the UK. There is the option to extend this deadline to 23 June 2026 (the 10 year anniversary of the Brexit vote).
In addition, the Bill gives ministers power to amend any retained EU law with little parliamentary scrutiny before it is incorporated into UK law. UK higher courts will also be able to disregard case law which was decided or influenced by EU law. Primary legislation (such as the Equality Act, for example) will not be...
Congress leader Jairam Ramesh criticised the Election Commission of India (ECI) on October 2 for appointing a committee to review ECINET’s compliance with legal provisions, describing the commissi...