Sick Pay Rights 2026: What Employers Need to Know
Understand SSP 2026 updates, employer responsibilities, and common pitfalls to keep your business compliant and protect staff rights.
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Insight
The Retained EU Law (Revocation and Reform) Bill marks the start of what could be the most significant programme of employment law reforms in the UK since the 1970s.
Retained EU Law (REUL) arises from the European Union (Withdrawal) Act 2018, which provided for European law to remain effective as national law in the UK after Brexit.
The Retained EU Law (Revocation and Reform) Bill is the Government’s recent proposal for a new piece of primary legislation covering a number of aspects relating to the special features of EU law that still remain in the UK legal system.
It is difficult to determine the extent to which the new proposed legislation will directly impact employment rights and responsibilities. However, the Government has created a public dashboard so that businesses and individuals can track the status of EU law in the UK:
The dashboard shows that, as of the date of this article, only a very small percentage of REUL has been amended, repealed, or replaced.
For the avoidance of doubt, the majority of employment laws contained in primary legislation will be unaffected.
However, for employers this means uncertainty as we wait to see which existing laws are to be retained, amended or replaced all together. The uncertainty is further exacerbated by the current political volatility. Employers will need to prepare themselves to take action and respond to the changes to ensure continued compliance and to combat legal risks and operational disruption while maintaining a positive workplace.
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For advice on staying compliant with employment legislation, contact our Employment team on 01332 226 155 or fill in the form below.
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