Some may liken recent employment law developments to London buses.

Significant reforms were originally set to be introduced through an Employment Bill, first announced in 2019. However, after years of delay and its omission from the Queen’s Speech last year, it seemed as if new workplace rights had been put on the back burner.

Following months of stasis, 2023 has now seen a flurry of employment law developments. From the launch of consultations on whistleblowing, TUPE and holiday pay, to a proposal to cap non-competes and the introduction of long-promised rights for families and carers. Developments at an EU-level including the bold EU Pay Transparency Directive are also likely to have a ripple effect on future regulation and practice in the UK. 2023 is potentially shaping up to be a year of fast-moving and far-reaching changes to employment law.

There are also significant landmarks on the horizon. In particular, the proposed abolition of the principle of supremacy of EU law and removal of general principles from 1 January 2024 will have important implications for employment law, including how cases involving EU principles will be handled. Working time will be a key area to watch as its interpretation has been shaped heavily over the years by EU law.

The fate of industrial action laws is also in the balance, as the outcome of the High Court’s judicial review is awaited and the next general election comes gradually into sight (with Labour having committed to repealing ‘anti-strike’ laws should they win).

Find out more about the above developments and how you can prepare in our mid-year round-up.

We will monitor all developments closely and keep you updated throughout the year through our EmploymentLinks blog and the Linklaters Knowledge Portal.