Briefing quick find:

Holiday pay – A round up

At the end of 2017, the European Court of Justice in King v Sash Window Workshop Ltd handed down a landmark decision in relation to holiday pay. Here we revisit the basic principles that apply to holiday pay and explore the…

#MeToo – Sexual discrimination in the workplace

The Harvey Weinstein scandal broke in October 2017 and the #MeToo hashtag picked up momentum on a global scale across social media across sectors far and wide, demonstrating the widespread prevalence of sexual discrimination in the workplace. Since then, scandal after…

Equal pay – The battle of the sexes continues

As we start the month of March, marked by marches and events calling for gender equality, yet another supermarket giant faces claims for equal pay that could cost billions. Campaigners, politicians and Hollywood stars stood shoulder to shoulder outside the Palace of…

New compensation limits in force from 6 April 2018

The Employment Rights (Increase of Limits) Order 2018 will come into force on 6 April 2018. It provides that certain compensation limits will be increased from this date. The changes are as follows: The limit on the compensatory award for unfair dismissal will…

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 – 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…

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’.…