It’s May and we hope the excitement of the royal wedding and the fabulous sunshine had a positive impact on you and all your staff. Hopefully, the relief of getting to the GDPR finish line has also lifted spirits and you’re ready for the next instalment of HR/employment law news. (Although we do have just one last word for you on GDPR guidance – sorry!). We also update you on increase in Tribunal awards and dress code guidance from the Government.
In our case update we bring further news on shared parental leave pay and sex discrimination, from when notice starts to run and the impact of no oral modification clauses when it comes to varying contracts.
What we’ve been doing in the Education sector recently…
I hope you have got through the pain of becoming GDPR-compliant by now. Once the new policies, privacy notices and processes are in place it’s likely that – as before – data protection will rarely need to be a significant item on your radar. The other good news is that, whichever way we ‘Brexit’, it’s highly unlikely that we will need to make any changes to our data protection legislation: what we now have will be suitable whatever the scope of our continued relationship with the EU.
Director, Barrister and Solicitor
email Luke or call 0117 325 0921
- Government reforms (1): Data protection - GDPR guidance
- Government reforms (2): Increase in tribunal awards
- Government reforms (3): Discrimination and dress codes
- Case update (1): Sex discrimination and shared parental leave pay
- Case update (2): Contracts of employment - when does notice start to run?
- Case update (3): Contracts of employment - no oral variation is lawful