On 23 June 2016 the UK voted in the EU Referendum to leave the European Union (EU). A majority of the population voted to Leave, rather than Remain, triggering the start of preparations for the UK withdrawing from the bloc.
The Prime Minister used the 2016 Queen’s Speech to reiterate the government’s commitment towards protecting and enhancing worker rights following Brexit.
It remains unclear what amendments may be made to employment law, or when any changes will take effect, however it is possible to predict that some changes will take place. One area that will certainly see change is the rights of EU nationals to work in the UK.
The date when the UK was expected to leave the EU (originally the 29 March 2019) was delayed to 31 October 2019. This was then delayed again until 31 January 2020, and, on this date, the UK officially left the EU.
A withdrawal agreement was successfully negotiated and passed by both the UK and EU Parliament, a transition period was in place until December 2020 to work out future trade agreements with the EU.
The government have marked two years since they ‘Got Brexit Done’ with the announcement of a new ‘Brexit Freedoms Bill’ and a review of all retained EU law to identify areas within which reform is to be prioritised, to reassert UK sovereignty by “unlocking growth” in ways tailored to the UK.
A new Brexit opportunities minister, Jacob Rees-Mogg has also been appointed to oversee this process.