EU Retained Law (Revocation and Reform) Bill and its impact on employment regulations

The HR Community is looking at the potential impact of the Government’s review of EU Retained Law and the associated EU Retained Law (Revocation and Reform) Bill in employment regulations. 

Under the Bill, Regulations that are directly applicable and/or became part of UK Law without any Parliamentary procedure, are at risk of being repealed by December 2023 unless amended or accepted into UK law by then. 

The bill and its explanatory memorandum can be found here. 

Purely domestic legislation and Acts will not be affected. An example is the Equality Act 2010 (and equivalent legislation in Northern Ireland), which will remain unchanged. 

As part of this exercise, we hosted the last HR Technical to discuss the topic and understand which regulations we should focus on to ensure business continuity. You can find the presentation slides below. 

We are keen to understand: 

• What regulations do you think are more likely to impact your operations?
• Where do you think the biggest risks are if regulations cease to exist?
• Where do you think there is scope for improvement?

In terms of specific regulations, following the discussions on the call, we are seeking your views on the following: 

• Working Time Regulations, looking at sickness pay and holiday pay
• Transfer of Undertakings (Protection of Employment) Regulations (TUPE), looking at facilitating the harmonisation of employee terms when there's an M&A
• Other regulations

Please get back to Luiza at Luiza.Gomes@brc.org.uk with your views by 04 November.