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Briefing quick find:

When is the ‘effective date of termination’?

Identifying the correct effective date of termination (EDT) is important, particularly when considering a claim for unfair dismissal. A claim must be presented to the Tribunal within three months of the EDT, subject to any extension by ACAS early conciliation. The…

Gender pay gap – Have you published your data?

The gender pay gap regulations came into force on 6 April 2017. The regulations require employers (of at least 250 employees) to publish information relating to the employees’ pay to show whether there are differences in the pay of male and…

GDPR for HR – Subject access requests

Data subjects have the right to: obtain confirmation that their personal data is being processed access the data, including receiving a copy of it be provided with supplemental information about the processing Subject access requests They can access this by making a ‘subject access request’.…

GDPR for HR – Data breaches and consequences

Employers must now report any data breaches to the ICO within 72 hours of the organisation becoming aware of it. Reporting data breaches Unlike the previous regime, this has now become a mandatory requirement and employers must also inform any employees of…

GDPR for HR – What should HR professionals do now?

The key aim of the GDPR is transparency and openness, alongside the general data protection principles. When you are reviewing your policies and current practices, it is important to put yourself in the position of an employee – a ‘data subject’.…

An introduction to GDPR for HR

Sejal Raja, Head of Employment, recently provided an update on the upcoming General Data Protection Regulations (GDPR), focusing on the impact on employment law and HR issues. In this series of briefings, we will highlight the issues that were noted…

GDPR for HR – Privacy notices

Employers must provide information to their employees to ensure that they are transparent about how they are processing personal data. Specific information must be provided which is wider than existing requirements. In general, privacy notices need to be much more detailed. Although…

GDPR for HR – Consent

Employers may process personal data if they can rely on one of the five legal basis under the General Data Protection Regulation (GDPR). How to gain consent Traditionally, employers usually rely on obtaining an employee’s consent to process their data by means…

GDPR for HR – Special categories of data

Data relating to an employee’s racial or ethnic origin, political opinions, religious beliefs, health data or trade union membership, which were previously known as ‘sensitive data’ are now known as ‘special categories of data’. They also include genetic data and biometric…