UK employment law changes post-Brexit. Retained EU law bill explained

The 'retained EU law bill' was introduced to select EU law that should be kept, and which should be adapted, after ‘EU law expired’ following Brexit. For employment law purposes the ‘retained EU law bill’ has been used (and will be used) to update a variety of rights.

The bill is formally known as the Retained EU Law (Revocation and Reform) Act 2023 and is often cited as REUL. REUL was brought in as part of the Brexit process. In employment law, REUL has provided changes to the likes of Working Time Regulations, TUPE consultation arrangements and certain retained equality laws.

In addition to this page on REUL, we provide real-time information on legislative changes in the CIPD's UK employment law timetable.

Essential points

The UK voted to leave the European Union in 2016 and completed the Brexit process on 31 December 2020. The UK Government gained powers to change, or override, existing EU law.
The principle that EU law has supremacy over UK law ended on 31 December 2023.
Some UK employment law changed immediately. Other issues are being tested in the courts.
Please note that on 30 September 2024 the UK Government stopped the commencement of section 6 of the Retained EU Law (Revocation and Reform) Act 2023. The regulation encouraged UK courts to reinterpret assimilated EU case law as they saw fit. We will provided updated information on this change when alternative guidance is issued and on the employment law timetable.

Content

Legislation overview
How employment law changed when the UK was in the EU
How EU law shaped employment rights in the UK
Employment laws that ended as the UK left the EU
2024 employment law changes under RUEL
Future employment law changes under RUEL
Acknowledgements

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Disclaimer

Please note: While every care has been taken in compiling this content, CIPD cannot be held responsible for any errors or omissions. These notes are not intended to be a substitute for specific legal advice.