Whilst this might not be the sexiest title for a government bill, and if your attention can be diverted away just for a moment from the tax cutting mini-budget announced this morning, then this might just be the most important piece of employment legislation we’ve seen since the introduction of discrimination and dismissal laws in the 1970s.

The Retained EU Law (Revocation and Reform) Bill was published yesterday.

The Bill will automatically repeal any retained EU law (which includes UK statutory instruments introduced to comply with EU law) so that it expires on 31 December 2023 (although this date can be extended until 31 December 2026), unless specific legislation is introduced to retain it.

So, what does this all mean for employers?

Well, some commentators have predicted we might actually soon be saying goodbye to:-

  • Transfer of Undertakings Regulations (TUPE)
  • Paid annual holiday
  • 48 hour working week
  • Part-Time and Fixed-Term Worker Regulations
  • Agency Worker Regulations (rejoice!)

As ever, it will be a case of “watch this space” because it’s impossible to know, at least for now, exactly what the government will choose to retain and what employment rights it will quietly allow to expire in 15 months time.

If it wasn’t already clear following Brexit, this is further evidence of the government’s desire to deregulate the labour market in the hope that businesses can flourish to aid economic growth.