28th June 2017
Queen’s Speech 2017 Employment Law Implications
On 21 June 2017 the legislation the government intends to introduce or carry over into the 2017-19 Parliament was set out in the Queen’s Speech. Within the announcements were various matters which will have implications from an employment law context.
National Living Wage
It was announced that the National Living Wage will increase to 60% of median earnings by 2020. After 2020 it was announced that the National Living Wage will increase in line with average earnings.
It was announced that the Immigration Bill will establish a new national policy on immigration. New powers will be created concerning the immigration status of European Economic Area nationals. The new Bill will enable the government to repeal EU law on immigration. This primarily relates to free movement which would otherwise have been converted into UK law by the Repeal Bill. After Brexit, the migration of EU nationals and family members will be made subject to relevant UK law.
A Data Protection Bill will give individuals more control over their data (including the right to be forgotten). This will replace the Data Protection Act 1998 and will implement the EU General Data Protection Regulation. This will put the UK in a position to maintain the ability to share data with EU member states after Brexit.
Gender Pay Gap and Discrimination
The government states that it intends to make further progress in tacking the gender pay gap and reducing discrimination. Within the Queen’s speech no further specific measures were announced.
Source: Chadwick Lawrence