Everything employers need to know about the potential impact of Brexit

Historically, the UK led the way in Europe in relation to key equality issues by implementing anti-race and sex discrimination laws and equal pay legislation in the seventies and then anti-disability discrimination in the mid-nineties.

However, the European Union (EU) has played a significant role in protecting and developing those legal rights and driving forward the pace of change on wider equality issues, says Suzanne Horne, Partner and Employment Lawyer at Paul Hastings LLP.

She spoke to us about the potential issues Brexit could have on the workplace: “In essence, the EU has acted and continues to act as the catalyst for change. For example, European Court of Justice (ECJ) decisions have historically expanded protection in relation to sex discrimination and discrimination on the grounds of pregnancy and maternity and, more latterly, associative discrimination.

“The potential impact of the Brexit vote on equality issues can be most clearly seen when looking at  the issue of gender equality on boards. Although female representation is improving, there is still significant progress to be made. The reality is that today there are just six women running FTSE 100 companies and when we leave the EU, the UK will no longer be required to implement the EU directive on gender balance on Boards.