Employment and Company & Commercial Law Updates
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The Information Commissioner’s Office is set to issue a fine of over £180 million following a breach of the new GDPR regulations. Read More
A recent Employment Appeal Tribunal case further emphasises to employers that they cannot ignore a disability even if they only find out about it after an employee has been dismissed. Where an employee has more than two years’ service (and therefore has the right to...
The Appeal Tribunal has handed down a reminder that just because a bonus is expressed in the contract as being “Discretionary”, it does not necessarily mean that it is. Often such bonuses become an entitlement because the employee comes to reasonably expect them, or has begun working toward the target that they were set to achieve them. Read More
A recent decision by the ICO to fine a company £120,000 for unlawfully filming patients provides a timely reminder of the need for all of those who use CCTV cameras, on or around their premises, to comply with GDPR.
A brief reminder of forthcoming increases to the National Minimum Wage and other employment rates. Read More
The importance of complying with competition law, especially given the potential fines and reputational damage of falling foul of the law. It’s not just the fines but also the potential reputational damage. Read More
The Government has launched a consultation about restricting the use of confidentiality clauses in employment. This comes on the tail of the #metoo movement and is already partially covered in English Law. Read More
Accurate recording of working hours is not just important for calculating pay for hourly paid workers, it’s also a legal requirement and necessary to show you have complied with working time legislation as this case reminds employers. If you haven’t got the records to prove it, this case means it’s likely you’ll automatically be found to be in default. Read More
The Appeal Tribunal has provided guidance for employers as to how long they have before they need to provide their employees with a written statement of the particulars of their employment. Commonly believed to be 2 months, the EAT has confirmed that it is in fact less than that. Read More
Most employers assume that, provided the ex-employee complies with the confidentiality clause when settling a Tribunal claim, that will keep the fact of a settlement secret but that may not necessarily be the case. Read More