The Information Commissioner’s Office in the UK (ICO) has updated its Subject Access Code of Practice (the Code) which deals with requests from individuals for personal information. The amendments are mainly to reflect the Court of Appeal’s decisions in the recent cases of Dawson-Damer and others v Taylor Wessing LLP [2017] EWCA Civ 74 and
On May 23, 2017, the Ontario Government released The Changing Workplaces Review: An Agenda for Workplace Rights Final Report. The report reviewed numerous aspects of our workforce and the legislation that applies to it. A portion of the report included a statistic that found a significant increase in the number of individuals that are self-employed
The implementation of the General Data Protection Regulation (the GDPR) on 25 May 2018 will see a replacement of the current data protection law set out in the Data Protection Act 1998 and an extension of data protection obligations. Employers process a large amount of data in relation to their employees, not only the information
The European Court of Human Rights (ECHR) has held that an employee’s right to respect for private life and correspondence is not breached where an employer monitors the employee’s personal communications at work, subject to reasonableness and proportionality. Whilst this has caused a large amount of media interest in the UK, employers should be aware
The legal context
Under French employment law, the implementation of a means of monitoring an employee’s activity must be justified by the nature of the task to be performed and must be in proportion to the purpose sought. It must also comply with a specific procedure involving informing employees in advance of such means of
In Germany 80% of all internet users are registered in social networks and 70% of all internet users actively make use of social networks. This development is also increasingly having an impact on the world of employment.
Social media and recruitment
In general, German data protection legislation allows the employer to collect and use an
The impact of the use of social media in the workplace has regularly given rise to controversies and debates as how this subject is to be handled by a company’s management. The current state of employment law is still not entirely settled in this respect. It is however possible to provide some guidance on the
The importance of a clear policy on employees’ use of social media
Whilst there is legislation which is relevant to the use of social media by employees in the UK, there is no legislation which specifically governs its use. Consequently, policies on the use of social media, both in and outside the workplace, are encouraged