GDPR has arrived - Are you ready?

Berry Smith has compiled a useful checklist for organisations to help them determine if they are compliant with GDPR.

  • Are a Data Controller, Data Processor, both or don’t know?
  • Have you carried out a data audit, documented the Personal Data you hold and are aware of:

               The reasons for processing it?

               Where it came from?

               Who you share it with?

               How it is stored?

Key Considerations for Large-Scale Redundancies

Compensation

Following recent announcements from Mothercare and Marks & Spencer to close down multiple stores across the UK, our Employment Partner, Fabio Grech, discusses some of the key issues that arise during large-scale redundancies:

How many employees will be dismissed? If 20 or more employees are to be dismissed at one establishment within 90 days, consultation must begin at least 30 days before the first dismissal takes effect. If the number of employees to be dismissed exceeds 99, consultation must begin at least 45 days before the first dismissal takes effect.

The Bribery Act - Are Your Adequate Procedures "Adequate" Enough?

The Bribery Act came into force 7 years ago, however, we only recently saw the UK’s first contested prosecution of the corporate offence of failing to prevent bribery, with the defendant seeking to rely on the defence of having in place adequate procedures.

Under the Bribery Act a commercial organisation is guilty of an offence if a person associated with it bribes another person, intending to obtain or retain business or a business advantage for the organisation.

GDPR - Just 1 Week To Go!!

On the 25th May 2018 the General Data Protection Regulation (GDPR) will come into force across the European Union and Berry Smith are asking one question:

ARE YOU READY?

It is essential that businesses understand that it is not enough to just comply with GDPR but they must also be able to demonstrate their compliance. This is known as Accountability (Article 2.1 GDPR).

Accountability is achieved by ensuring that the key GDPR principles are not only embedded within your organisation but also having in place the appropriate and necessary documentation and policies.

Berry Smith HR Breakfast – Friday 15th June 2018

Compensation

Berry Smith welcomes you to its HR breakfast at our Cardiff Office.

The session is aimed at HR professionals and managers with HR responsibilities and will be hosted by Michael Shutt and Carys Strong, Solicitors in the Employment & HR team. 

Michael and Carys will provide an overview of recent case law and legislation and discuss the implications for your organisation.  

There will also be an opportunity to exchange thoughts and experiences and for you to ask any questions you may have in a relaxed and friendly environment. 

Seven Steps for SMEs - European Commission's guidance on GDPR

It is now less than 2 weeks before GDPR goes live, yet many organisations, particularly smaller businesses and companies, are not yet adequately equipped for the changes and challenges they face.

Dan Dowen, commercial and IP solicitor, takes a look at recent guidance issued by the European Commission as to how SMEs should be approaching GDPR.

After months of discussing GDPR with our clients, one of the more common questions comes from small businesses who do not handle personal data as a core business activity who ask “does GDPR apply to me and my organisation?”.

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Under pressure: Stress in the workplace

Compensation

This week is Mental Health Awareness week and this year’s campaign is focused on stress.

We have all experienced stress in some shape or form in our lives and many of us are all too aware of the debilitating effects that stress than cause.

A survey conducted by Yougov concluded that in the past year 74% of people have felt overwhelmed or unable to cope due to stress. Worryingly, 37% said that they had experienced suicidal thoughts and feelings.

Harassment claim dismissed regarding comment about supporting IS

Compensation

The Employment Appeal Tribunal (EAT) has held in the case of Bakkali v Greater Manchester Buses (South) Ltd t/a Stage Coach Manchester that a Muslim employee was not subjected to harassment related to religion when another employee asked him whether he ‘still supported Islamic State’ (IS).