So much has been talked and written about the effect of Brexit on the employment scene. The shape of the relationship between the UK and the EU will influence what changes, if any, are made to our employment laws. What happens in terms of employment law will also very likely depend on the colour of the government in place post our actual exit; a Conservative government may well choose to adopt a more deregulatory approach; whereas Labour and other parties are less likely to do this. That said, David Davis, the Brexit Secretary has given a strong indication that existing employment law would not be radically changed once the UK leaves the EU. Amongst other things Mr Davis has said “The great British industrial working classes voted overwhelmingly for Brexit. I am not at all attracted by the idea of rewarding them by cutting their rights.” In reality, it is unlikely that any government would want to change many of the laws that have promoted equality and equity in the work place and have in general been well accepted by employers. Commentators agree that where changes might be seen in the future, would be within very specific areas – such as a change to the law allowing the harmonisation of terms and conditions of employment following a TUPE transfer, the introduction of a cap on compensation in discrimination claims and the simplification around the calculation of holiday pay. In reality it will be many months, possibly years, before we know for sure how UK employment rights may be affected. Until then it can be said with relative certainty that we will maintain the status quo for employment laws for at least the foreseeable future.