Employment law and Brexit
In what has been a tumultuous week the Government has at long last published its White Paper on what a future relationship with the EU would look like.
The long-awaited White Paper is aimed at ensuring trade co-operation, with no hard border for Northern Ireland, and global trade deals for the UK.
It fleshes out the Chequers agreement that sparked the resignations of Boris Johnson and David Davis.
The UK is hoping the EU will back the proposals in the White Paper so an exit deal can be struck by the autumn, ahead of the UK's official departure from the EU in March.
As a far as employment law is concerned paragraph 123 states:
"Given this strong record, and in the context of the UK’s vision for the future relationship with the EU, the UK proposes that the UK and the EU commit to the non-regression of labour standards. The UK and the EU should also commit to uphold their obligations."
It follows that no EU based law will be repealed meaning that TUPE, the Working Time Regulations, collective consultation requirements and much of our discrimination legislation will not be amended when we leave the EU.
The above presumes that a deal can be reached and it is likely that there will be further developments as negotiations progress.