13 Apr 2018

A round-up of developments in UK employment law which HR teams need to know about.

We are now a matter of weeks away from the introduction of the General Data Protection Regulation. Not that many of you will need reminding of this, given that the “GDPR” abbreviation is seemingly everywhere we look at the moment!

The GDPR is designed to bring current data protection rules up to date with an increasingly digital world. In parallel, it will give data subjects (including your employees) more control over how their data is handled and introduce a more stringent penalty regime.

For employers who understand their current data privacy obligations and practise good data hygiene, the GDPR should not cause too many issues. For others where data has perhaps not been top of the agenda, the GDPR presents an opportunity to review data handling practices and update them to ensure compliance with the new regime.

The GDPR requires employers to provide far more details to their staff about what they do with their personal data – including, among other things, how long their personal data is kept for, with whom it is shared and what safeguards are in place if personal data is transferred outside of the EEA. Very importantly, employers must also inform their staff of the rights they have in connection with their personal data (for example, to request access to their personal data) and of their right to complain to the Information Commissioner’s Office.

Our lead article this month focuses on Employee Privacy Notices, which is the recommended way to communicate such information to employees. It is written by our specialist HR Data team of Rachel Ashwood, Shelley King and Dominic Wrench, and covers the key questions that we are being asked by our clients. We hope it will make understanding your obligations in this regard easier to understand. If you would like help in getting GDPR-ready, please do get in touch with Rachel or your usual Taylor Vinters contact.

Away from the GDPR, we have articles on a broad range of interesting subjects this month – including gender pay, holiday rights, the ethical implications of artificial intelligence, how to manage transgender issues in the workplace, and the commercial aspects of TUPE. As always, your comments and thoughts are welcome.

Finally, it gives me great pleasure to welcome a new partner to the Taylor Vinters employment team. Peter Finding has joined us to enhance further our domestic and international employment offering and brings with him stellar experience and credentials built up at leading firms in London and Melbourne, Australia.

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