Brexit and IP completion day—implications for employment lawyers
Brexit and IP completion day—implications for employment lawyers

The following Employment practice note provides comprehensive and up to date legal information covering:

  • Brexit and IP completion day—implications for employment lawyers
  • Key concepts
  • Brexit timeline—overview
  • Overview
  • Workers' rights under the TCA
  • Retained EU law
  • Definition of retained EU law
  • Retained EU law: key exclusions relevant to employment law
  • Modification of retained EU law
  • Interpretation of retained EU law
  • More...

UPDATE (12/01/2021): National Insurance and social security: The EU and the UK agreed a framework for coordination on social security as a protocol to the TCA. The provisions ensure that workers who move between the UK and the EU only have to pay into one country’s social security scheme at a time. HMRC published new guidance on National Insurance and social security contributions for UK and EU workers to help stakeholders prepare for the end of the transition period and beyond. For further information, see: LNB News 28/12/2020 6. This Practice Note has been updated in light of these developments.
UPDATE (06/01/2021): EU-UK Trade and Cooperation Agreement and European Union (Future Relationship) Act 2020: The post-Brexit trade deal between the UK and the EU, the EU-UK Trade and Cooperation Agreement (TCA), was finally agreed just days before the Brexit transition period expired at 11pm on 31 December 2020 (IP completion day). On the EU side, Article 218(5) TFEU allowed for provisional application of the deal from 1 January 2021, pending ratification. In the UK urgent primary legislation was required before IP completion day. The European Union (Future Relationship) Bill was therefore introduced to Parliament on 30 December 2020 and, having completed all its Parliamentary stages in a single day, the Bill received Royal Assent as
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