Read out monthly newsletter to find out more about current issues and solutions facing employers:
Are you ready for the new data protection regime? The Government has published research saying that fewer than 50% of businesses are aware of what they need to do to get ready for the new regime which comes into force on 25 May this year.
The law on constructive dismissal has been under the spotlight this month. Sometimes, employees claim constructive dismissal because of a 'last straw' which pushes them over the edge.....
As mentioned above, the enforcement date for General Data Protection Regulation moves ever nearer (25th May) please do click on the ‘reconsent’ button above if you want to continue to receive this Newsletter.
There has been a lot of publicity lately about the employment status of individuals working in the gig economy. Employees and workers have more rights than the genuinely self-employed, so individuals are pushing for this status....
Not surprisingly, we have been very busy helping small businesses to put their GDPR policies and procedures in place to safe guard the information they hold on their employees, workers and subcontractors.
The holiday season might be ending, but holiday pay remains a hot topic. In Flowers v East of England Ambulance Trust, the Employment Appeal Tribunal looked at whether voluntary overtime should be included in holiday pay...
There is just two weeks to go before the GDPR comes into force and we are working hard with businesses to ensure they have the HR polices and processes that will minimise the risk of a breach of the Regulation.
I am fortunate to work with highly professional businesses and from time to time some really do stand out. Two recent examples are worth noting. Firstly, in the field of recruitment I have been really impressed with Rosie Stevens at Mployable. Rosie has an impressive track record in helping SMEs ......
As you will read below, seasonal parties can turn out to be a far from happy event. Yet there is no reason why they should not be a relaxed and peaceful occasion. If an employer wants to minimise the risks of inappropriate behaviour and a subsequent Tribunal hearing or worse, then all they need to do is prepare for the event sensibly.
We hope enjoy not only a prosperous and Tribunal-free 2019, but also a year without comment from the Information Commission Officer (ICO). You will recall that the ICO ensures compliance with GDPR and that for 12 months post-GDPR, the ICO indicated it would be taking a “light touch” approach to small businesses. We are therefore just 5 months away from closer scrutiny and possible spot checks.
Employee status and 'personal performance'; 2018 was the year of the 'worker status' cases, and 2019 looks to be following suit. The first employee status case of the year involves carers instead of drivers or couriers.
A whole range of potential employment law issues are present this summer, ranging from excessive heat in the work place to the distractions of national sporting events. Having said that there is no maximum working temperature nor, less surprisingly, a right to time off to watch the Cricket World Cup, Netball World Cup, Open Golf, Women’s World Cup Football, British Grand Prix…..the list goes on and on…..
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