The Retained EU Law (Revocation and Reform) Bill (REULRR Bill) could affect a wide range of employment law, including:
- Equal pay: The UK could repeal the Equal Pay Act 1970, which prohibits discrimination on the grounds of sex, marriage and civil partnership, and gender reassignment. This could make it more difficult for women to challenge pay discrimination.
- Working time: The UK could repeal the Working Time Regulations 1998, which set out maximum working hours, rest breaks and paid annual leave. This could lead to longer working hours and less paid leave for employees.
- Health and Safety: The UK could repeal the Health and Safety at Work Act 1974, which sets out employers’ duties to protect their employees from harm. This could lead to a decrease in health and safety standards in the workplace.
- Collective Bargaining: The UK could repeal the Trade Union and Labour Relations (Consolidation) Act 1992, which sets out the rights of trade unions and employees to bargain collectively. This could make it more difficult for trade unions to negotiate on behalf of their members.
- Redundancy: The UK could repeal the Employment Rights Act 1996, which sets out the law on redundancy. This could make it easier for employers to make employees redundant.
It is important to note that the Retained EU Law (Revocation and Reform) Bill is still at the draft stage and it is not yet clear which parts of employment law will be affected. However, the Bill has the potential to make significant changes to employment law in the UK.
The House of Lords and House of Commons are currently considering amendments to the Retained EU Law (Revocation and Reform) Bill (REULRR Bill). The Bill, which was introduced by the government in January 2023, aims to simplify and reform the UK’s retained EU law.
The Lords have made a number of amendments to the Bill, including:
- Requiring the government to publish a list of all retained EU law, including any changes that have been made to it.
- Giving the devolved administrations a greater say in how retained EU law is implemented in their areas.
- Allowing courts to strike down retained EU law that is incompatible with the UK’s human rights obligations.
The Commons is now considering the Lords’ amendments. It is possible that the Commons will agree to some of the amendments, disagree with others, or make its own amendments. It is also possible that the Commons will reject the Bill altogether.
The outcome of the debate in the Commons is uncertain. However, the amendments made by the Lords have highlighted the importance of ensuring that the UK’s retained EU law is clear, accessible, and compatible with the UK’s human rights obligations.
Here are some of the key points of the amendments made by the Lords:
- The government must publish a list of all retained EU law, including any changes that have been made to it. This will help to ensure that businesses and individuals can easily understand what retained EU law applies to them.
- The devolved administrations must be given a greater say in how retained EU law is implemented in their areas. This is important to ensure that the devolved administrations can take account of their own specific needs and circumstances.
- Courts must be given the power to strike down retained EU law that is incompatible with the UK’s human rights obligations. This is important to ensure that the UK’s human rights are protected.
The debate in the Commons about the amendments made by the Lords is likely to be closely watched by businesses, individuals, and organizations that have an interest in the UK’s retained EU law. The outcome of the debate could have a significant impact on how retained EU law is implemented in the UK.
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