Editor's message: In response to the Brexit vote, the Prime Minister Theresa May triggered art.50 of the Treaty on European Union on 29 March 2017 giving notice of the UK's intention to withdraw from the EU. The Government subsequently began negotiations with the EU in June 2017 and expects to conclude an agreement on the UK's withdrawal from the EU before 29 March 2019.
The Repeal Bill, published in July 2017, provides for the repeal of the European Communities Act 1972, which brought the UK into the EU and gives EU law supremacy over UK law. Under the Bill, EU law will be converted into UK law when the UK leaves the EU. This means that current workers' rights under EU law, such as working time rights, will remain in effect after Brexit, but will become subject to Parliament's control over domestic law.
The Bill also confirms that, from exit day, UK courts will no longer be bound by new decisions of the European Court of Justice, although decisions made before exit day will continue to be binding on UK courts. The final court of appeal will be the UK Supreme Court. The jurisdiction of the European Court of Human Rights is, however, unaffected by Brexit.
One of the issues of particular interest to many organisations is the impact of Brexit on their European workforce in the UK. The UK Government and the EU negotiators have reached an agreement on citizens' rights, under which EU citizens who arrive in the UK by 31 December 2020, the end of the transition period, will be entitled to apply for "settled status" when they have five years' continuous residence in the UK. This will give them the right to stay indefinitely.
Susie Munro, senior employment law editor
This article lists all significant items of employment-related draft EU legislation that are currently in the legislative pipeline, or due to be proposed in the near future. It also shows proposals that have been adopted in the past six months.
With less than a year to go until Brexit, 96% of HR professionals and recruiters have said it is having an impact on their hiring strategies.
Almost a third of jobs in London could be automated in the next 20 years, but automation could be accelerated by wage pressure and labour shortages after Brexit.
Updated to include details of the agreement between the UK and the EU on the rights of EU citizens who arrive in the UK during the implementation period.
With Brexit headlines seeming to contradict each other every day, employers lack certainty around workforce planning. Dan Peyton from law firm McGuireWoods looks at five areas where organisations can begin to make plans.
The immigration question has loomed over Brexit negotiations for some time now, but a policy paper published by Theresa May's government earlier this week appears to add another piece to the jigsaw. Rachel Harvey warns that, while the latest news has been welcomed as a positive step, UK employers must not sit back and relax.
The Government has changed its position on the rights of EU migrants arriving during the Brexit transition period and will now allow them the right to settle in the UK.
Labour leader Jeremy Corbyn has shifted the party's stance on Brexit, spelling out how a Government under him would ensure the UK remained in the customs union during the transition period and in a customs union after it.
Fundamental changes in the immigration policy on both sides of the Atlantic mean that globally mobile workers face uncertain times. With potential more changes in the pipeline for those travelling to both the US and EU, how should employers prepare?
Britons overwhelmingly back keeping - often strengthening - workers' rights derived from the EU post Brexit, according to research published today.
HR and legal information and guidance relating to Brexit.