However, in October 2019, the Financial Times reported that the government wanted to deregulate workers` rights after Brexit. During a debate in the House of Commons on this subject, Andrea Leadsom, the Minister of the Economy, assured that the government does not fall asleep on workers` rights by leaving the EU. It should be noted that the government`s Workers` Rights Act of May appears to be exclusively a protection of the rights of EU-derived workers. On the other hand, the Queen`s Speech suggests that the employment law proposed by the Johnson government would cover a number of additional employment-related issues (. B, for example, the creation of a single supervisory body). 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. The non-binding political declaration negotiated between the Johnson government and the EU says the future agreement between Britain and the EU should have a fair competition clause. It is committed to putting in place a clause that would maintain “employment standards at the current high level of existing common standards.” These clauses are discussed in more detail in an earlier Insight Library, Withdrawal Agreement Bill: Protection for Workers` Rights. The withdrawal agreement protects the rights of British nationals and their family members living in EU countries. With Britain leaving the European Union on 31 January 2020, ideas inevitably turn to what lies ahead. A key question for workers is what will happen to workers` rights after Brexit.
Will EU workplace rights be maintained and will the ECJ rulings on workers` rights remain binding? On 19 December 2019, the Johnson government published a revised European Union (Withdrawal Agreement) 2019-20 (wAB) law. An earlier version of the law was published in October 2019. The new WAB no longer contains clauses to protect the rights of EU workers. In the Queen`s Speech in December 2019, it was announced that the protection of workers` rights in the EU would be included in an upcoming employment law. Details of this bill have yet to be published. Much of UK labour law comes from EU law, such as working time, leave pay, maternity rights and discrimination. Under the previous withdrawal law of October 2019, the government provided for clauses to protect these workers` rights. The UK and the EU are currently negotiating a future relationship agreement. If an agreement is reached before the end of the transition period, the UK will be bound by the terms of the agreement, which will likely include provisions on employment standards. If no agreement is reached, the UK will be able to change or remove the rights of EU-derived workers without violating international law.
This paper examines the impact of the end of the Brexit transition period on workers` rights. It examines the impact of EU legislation on workers` rights in the UK and how these rights are saved as a maintained EU right. The political declaration on the framework of future relations states that a future agreement between the UK and the EU should include an Equal Competition Clause (LPF) to ensure that both sides meet common employment standards applicable at the end of the transition. If the WAB is adopted in December 2019 and the withdrawal agreement is ratified, there will be a deadline for implementation until 31 December 2020. During the transposition period, EU legislation will continue to apply in the UK. As a result, during this period, the UK will not be able to pass legislation to reduce workers` rights in the EU. The withdrawal agreement also protects you if you live in the UK or another EU country and work in another EU country. These are called “border workers.” The previous draft legislation included provisions that included workers` rights.