Revocation of EU Retained Law - Are You Preparing?

The HR implications of the revocation of Retained EU Law (Revocation and Reform) Bill in the UK are significant. The Retained EU Law Bill was introduced to incorporate EU laws and regulations into UK law, and its revocation could have a range of impacts on the HR industry.

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1. Changes to employment laws

One of the most significant HR implications of the revocation of the Retained EU Law Bill is the potential for changes to employment laws. The EU has provided significant protections for workers, including regulations on working time, health and safety, and discrimination. Without these protections, UK workers could potentially be left with fewer rights and protections.

2. Impact on EU workers

The revocation of the Retained EU Law Bill could also have significant impacts on EU workers currently employed in the UK. EU workers have historically had the right to live and work in the UK, and this right has been enshrined in EU law. If the Retained EU Law Bill is revoked, these workers could potentially face significant uncertainty regarding their status and rights.

3. Recruitment and retention

The HR industry could also face challenges in recruitment and retention if the Retained EU Law Bill is revoked. Many companies in the UK rely on EU workers to fill key positions, particularly in sectors such as healthcare, hospitality, and manufacturing. If these workers face uncertainty regarding their status and rights, it could become more challenging to recruit and retain staff.

4. Training and development

The revocation of the Retained EU Law Bill could also impact training and development in the HR industry. The EU has provided significant funding for skills training and development in the UK, particularly through programs such as the European Social Fund. If the Retained EU Law Bill is revoked, these funding streams could potentially be lost, making it more challenging to develop skills and knowledge within the HR industry.

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So what does this mean? We don't yet know the full details but as the bill is working through Westminster it is clear that there is sufficient support amongst governing MPs. There are now parts of the UK media which would have initially supported the bill now opposing large portions of it. We will learn, in time, whether pressure from the population and media will be sufficient to water down the bill into something more palatable for UK business.

In all cases HR professionals need to stay up to date with any changes to employment laws and regulations, particularly in light of the potential impacts of the revocation of the Retained EU Law Bill. By staying informed and proactive, HR professionals can help their organizations navigate any changes and challenges that may arise.