Withdrawal Agreement Workers Rights

Posted on 15 Apr 2021
By rb_admin

When the draft treaties were published by the government in May 2019, they were debated in the House of Commons. Rebecca Long-Bailey MP, Minister of The Underground Economy, criticized the fact that statements on non-regression under Part 1 cannot be challenged in court. It was also concerned that derivative law could be used to change THE EU rights held by workers without triggering the obligation not to make a declaration of non-regression. The withdrawal agreement now gives the government the power to determine that some courts are not bound by cases of the European Court of Justice or by existing national jurisprudence on EU derivative rights. This could end greater freedom for labour courts to put an end to European decisions. The new bill removed these safeguard clauses. Instead, the government announced the inclusion of clauses on the protection and strengthening of workers` rights in a separate and imminent employment law. However, these two main safeguards have been removed from the law. The blocking of EU derivative rights has disappeared and new provisions would allow lower courts and tribunals to depart from previous decisions on workers` rights, whether it is the ECJ or our own courts. What do these changes mean in practice? The Employment Lawyers Association (ELA) reviewed these changes and concluded that they have the potential to create “significant and lasting uncertainties” for both employers and workers. You can read the ELA`s full statement on the law and its potential impact on the workplace. In Schedule 5A, Part 2, the Minister of the Economy is required to report to Parliament at the end of each “reference period.” Reports must determine whether new EU workers` rights were published during this period. If so, the report must indicate whether the laws of England, Wales and Scotland confer equal rights and, if not, whether the government intends to take action to implement the new rights of EU workers.

Paragraphs 2, paragraphs 7 and 8, set the duration of reference periods. The first report must be submitted six months after the end of the transition period. Subsequently, the reference period is a maximum of 12 months, but may be shorter, depending on the publication by the EU of new workers` rights.