Over the past week I have been organising a webinar for BEERG members on the proposed EU Directive on gender pay transparency. The proposed Directive aims
“…to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women through pay transparency and enforcement mechanisms”. (See the EU proposal here)
While writing the webinar announcement, I noted that:
“this would be the first EU employment law Directive that, once adopted, would not apply to post-Brexit Britain.”
As I wrote this sentence a thought occurred to me: Is this entirely true? From this thought sprung two important questions:
- Could the new Directive apply in Northern Ireland because of the Protocol?
- And, if so, how could that be done?
Now, let me say straightaway that I have no idea what the answers to these two questions might be. And, I am fairly certain, nor does anyone else. That’s because we have never been here before.