This chapter examines the scenarios facing the UK workforce given the “Brexit” referendum vote on 23 June 2016 which resulted in a vote to leave the EU. Focusing on freedom of movement and the European Working Time Directive, the chapter considers the regulation of the employment relationship and what the impact of Brexit on this could be. We argue that the overall effect on the UK workforce will largely be dictated by what type of trading relationship the UK is able to obtain with the EU and the rest of the world. If the UK wishes to retain access to the single market then it will probably have to accept continued freedom of movement and abiding by the EU social chapter of workers’ rights. However, if it wishes to restrict freedom of movement, as public statements to date by the UK government have indicated, then a more limited relationship with the EU would most likely ensue, but potentially allow the UK government more room to make changes to regulating the employment relationship. Attempts to restrict freedom of movement could also have wider implications for sectors of the UK economy reliant on EU migrant workers or those that export into the EU.