delete TRANSITIONAL AND SAVING PROVISIONS
A commencement order for the Employment Act 2002 specifying when provisions come into force (24th November 2002, 8th December 2002, and 6th April 2003), which provisions are repealed or revoked, and containing transitional and saving provisions in Schedule 3.
This Order is the mechanism that brings the Employment Act 2002's regulatory burden into effect. The 2002 Act introduced expanded maternity, paternity, and adoption leave rights, flexible working rights, and other employment regulations that increased costs on businesses and reduced labor market flexibility. The transitional and saving provisions in Schedule 3, while administratively useful, smooth the implementation of these interventions rather than offsetting their costs. In a free economy, employment terms should be negotiated between employers and workers; mandated benefits distort this negotiation and often result in reduced hiring, particularly for demographics most associated with the costs (e.g., women of childbearing age). The UK's poor productivity growth and rigid labor markets are partly attributable to such regulatory layers. Without this Order, the 2002 Act's expansion of employment rights would not take effect, preserving market flexibility and reducing compliance costs for businesses — a particular burden for small enterprises with limited HR capacity.