Could the revocation of retained EU law provide the opportunity to iron out some headaches for practitioners? Simon Fennell sets out his employment law wish list
- The Retained EU Law (Revocation and Reform) Bill provides the chance to amend those parts of employment law that cause the most headaches to practitioners.
- This includes addressing the limitations and challenges of the TUPE Regulations.
Much has already been written about the Retained EU Law (Revocation and Reform) Bill and the potential impact that it could have on UK law. A good deal of the commentary has been directed towards the potential negative consequences, including how the numerous protections provided to employees by EU law might be removed and denied to future generations.
If you are not already aware, the Bill, if passed in its original form, means that all law that is derived from the UK’s membership of the EU will cease to have legal effect on 31 December 2023—the sunset date. The only way to avoid a law being subject to the
