It is a legal requirement for organisations to register with the Information Commissioner if they process personal data relating to living individuals. As the definition of “processing personal data” is wide enough to include holding of names on customer lists and employee payroll details, every business is “data controller”. The registration is renewable annually. […]
Read More… from Employment: Information Commissioner hikes annual data controller notification fees
The government will shortly be consulting on proposals to allow fathers to “share” some of a mother’s maternity leave entitlement.
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Employment: EAT rules “field breaks” count toward annual leave […]
Read More… from Employment: EAT rules “field breaks” count toward annual leave
The government has announced that the review of the default retirement age (“DRA”), originally scheduled for 2011, will be brought forward to 2010. It is expected that any changes to the DRA will not be implemented until 2011. […]
Read More… from Employment: Government brings forward review of default retirement age
The rate of Statutory Sick Pay for qualifying periods of sickness absence commencing on or after 6 April 2009 is £79.15 per week (£15.83 per day for employees with five qualifying days per week) […]
Read More… from Employment: Increase in Statutory Sick Pay and Statutory Maternity Pay rates
On 6 April 2010 the Equality Bill as amended by the House of Lords was passed without further change by the House of Commons. It received Royal Assent on 8 April and the majority of its provisions are expected to come into force in October 2010 […]
Care needs to be taken before settling discrimination claims until legislative fault is corrected. […]
Read More… from Ability to compromise discrimination claims under the Equality Act 2010 in doubt
The Supreme Court confirm the timing of the effective date of termination (“EDT”) of employment on summary dismissal – a key date for vesting of rights under incentive plans. […]
Read More… from Effective date of termination of employment – impact on incentive plans
Key objectives which will provide the framework for the EU’s revised protection of personal data legislation. […]
When determining whether to award a discretionary bonus or not the key issue for the Courts to look at is whether the employer’s decision was irrational or perverse and not whether the employees performance was sufficient to justify a bonus. […]
Read More… from Employers may withhold discretionary bonuses even where performance is satisfactory