The government has legislated to require that commercial organisations publish a slavery and human trafficking statement annually to state what they are doing to prevent the use of slaves or trafficked workers in their supply chains.
HM Treasury has published its policy paper on extending the Senior Managers and Certification Regime to everyone who is approved under the Financial Services and Markets Act 2000. This would represent a significant increase in the coverage of the regime.
Employees who make a complaint about terms and conditions regulating their and their colleagues’ employment may now be taken to have blown the whistle. The definition of what is in the ‘public interest’ – and therefore protected by whistleblowing legislation – has been widening and the latest case on the point has taken it further still.
On 6 October 2015, the PRA and the FCA published parallel policy statements containing rules on whistleblowing in financial institutions.
Ahead of the new Senior Managers regime coming into effect in March 2016, a joint consultation paper on regulatory references was issued by the PRA and the FCA on 6 October 2015.
The US ‘Safe Harbour’ offers insufficient protection against breaches of human rights occurring when data is transferred out of the EU to the USA.
A recent decision has confirmed that it is possible for a corporate body to be the victim of discrimination within the meaning of the Equality Act 2010.
The government has published its response to the consultation over plans to cap public sector exit payments at £95,000.
An employee who had been unable to work due to illness for 6 years and would not be returning to work was not assigned to the group transferring under TUPE.
An employee was unfairly dismissed in circumstances where heavy influence from the Human Resources department had led to the investigating officer changing his recommendation from a final warning to immediate dismissal.
A victimisation claim can succeed where a person is treated less favourably because someone else has made an allegation of discrimination and in the employer’s mind the two people are associated.
The courts will not enforce compliance with a data subject access request (also referred to as a DSAR) where compliance would not be reasonable or the search would require disproportionate effort.
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