25th May is fast approaching and GDPR will then really be here!
Employers have been losing sleep over this new legislation but maybe they have been overreacting. Yes, the law is changing but in an evolutionary rather than revolutionary way. The key principles of the current Data Protection Act 1998 will remain. Employers will need to deal with data “lawfully, fairly and transparently”; they must not hold excessive data and should only use it for the intended purpose. They also need to check accuracy and not hold the information for longer than needed. As has always been the case, information must be kept safe and secure.
The abolition of tribunal fees last July has resulted in a sharp increase in employment tribunal claims. So employers are well advised to tread carefully.
Employment Tribunal fees were abolished on 26 July 2017 and a significant increase in claims is already being observed, just as there was a major depression of claims when the fees were introduced in 2013. Employers will also need to contend with late claims being brought by former employees if they can show that it was the payment of fees that stopped them bringing claims in the first place.
The right to request flexible working has been with us since 6 April 2003 and from 30 June 2014 was extended so that employees could effectively make requests for any reason (rather than just for childcare reasons as was the position previously). Clients often call me concerned as to the damage flexible working might do to their business.
As the summer draws to a close and interns go back to college, it's worth highlighting a potential problem with the internship concept.
The power of contractual restrictions preventing former employees from wreaking havoc with customers and sensitive commercial information is often underestimated.
The long awaited Taylor review on working practices in the UK was published on Monday 11 July. It looked closely at the much talked about "gig economy" comprised of some 1.1 million workers such as Amazon and Hermes couriers and Uber taxi drivers. Such workers are currently classified as self employed and therefore do not enjoy the employment rights of employees and workers and have no guarantee of any work.
The hung parliament result we have all been talking about means that it is difficult to assess the extent to which the Conservatives' plans for employment law reform will come to fruition. However, the manifesto was full of promises, some of which would have left employers a little concerned.
Family businesses are so important to commerce but without sensible protective steps they can easily implode and in the process destroy the family relationships on which they were founded. So how can you pre-empt these issues if they arise, and manage them effectively to avoid nuclear fallout?
Recruitment firms have been urged to check their contracts in light of changes set to be ushered in as part of wider reforms to trade union laws.
With the summer finally upon us and the Euro 2016 football tournament well under way, employers across the UK are likely to encounter an increasing number of staff ‘pulling a sickie’. Unpredictable and irregular time off can have a serious impact on an organisation’s wellbeing – particularly when repeat offenders are involved.
Euro 2016 begins today, and employers across the UK are advised to prepare for some flexibility and employee absences.
An employment tribunal has awarded a female tour guide a £38k pay-out following a discrimination dispute between the guide and her ‘bully’ boss.
An employment tribunal has found that Footballer Jonas Gutierrez was scrapped by Newcastle United due to a testicular cancer diagnosis.The 32-year-old midfielder said that the management ensured that he failed to make enough appearances on the pitch on purpose to avoid triggering a £2 million one-year contract extension.