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
  • European Union (Future Relationship) Act 2020
  • Retained EU law
  • Definition of retained EU law
  • Retained EU law: key exclusions relevant to employment law
  • Modification of retained EU law
  • More...

This Practice Note outlines the key general implications in relation to employment law in England arising from the UK’s withdrawal from the European Union and the end of the implementation period (IP), also referred to as the transition period, for the Withdrawal Agreement, on IP completion day. The Practice Note also considers in what respects employment law has or may change after Brexit.

The Brexit ‘how to’ guide—your research queries answered collates a number of frequently-asked questions on Brexit-related research into a quick-reference Brexit ‘how to’ guide. You may find it helpful to refer to the guide before continuing your research.

Key concepts

From exit day (31 January 2020), the UK ceased to be an EU Member State but, in accordance with the transitional arrangements provided in the Withdrawal Agreement, the UK was in an implementation period (IP) until 31 December 2020, known as ‘IP completion day’. During this period, the UK continued to be treated by the EU as a Member State for many purposes. While it could not participate in the political institutions and governance structures of the EU, the UK had to continue to adhere to its obligations under EU law (including EU treaties, legislation, principles and international agreements) and submit to the continuing jurisdiction of the Court of Justice of the European Union (CJEU or ECJ).

The repeal of the European Communities Act 1972

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