Even more reasonable

With employers having a matter of weeks to implement reasonable measures to prevent sexual harassment at work to comply with the requirements of the Worker Protection (Amendment of Equality Act 2010) Act 2023, Handley Gill's consultants identify the steps employers should take to establish a sexual harassment prevention programme and associated data protection compliance measures. As Labour's Employment Rights Bill would expand the scope of the employer's duty to take all reasonable measures and to address threats posed by third parties, employers should consider voluntarily expanding the scope of their programme now.

Nicola Cain13 October 2024Human Rights, Discrimination, Equality Act 2010, Sexual Harassment Risk Assessment, Data Protection, UK GDPR, GDPR, DATA PROTECTION ACT 2018, Article 9 UK GDPR, Article 9(2)(b) UK GDPR, Schedule 1 Part 1 paragraph 1 Data Protection Act 2018, DPA 2018, Appropriate Policy Document, SPECIAL CATEGORY PERSONAL DATA, Special Category Data, Worker Protection (Amendment of Equality Act 2010) Act 2023, Employment Rights Bill, ECHR, European Convention on Human Rights, Article 8 European Convention on Human Rights, Article 14 European Convention on Human Rights, Article 10 European Convention on Human Rights, Bill 011 2024-25, ESG, Environmental Social & Governance, Environmental Social & Corporate Governance, Privacy Policy, Privacy Notice, Article 5 UK GDPR, Data Protection Principles, Data Minimisation, Lawful Basis for Processing, Accuracy, Duty to Prevent Sexual HarassmentComment

You Shall EU

Handley Gill's specialist data protection consultants consider the status of CJEU judgments in UK law after the Labour government intervened to prevent section 6 Retained EU Law (Revocation and Reform) Act 2023 from coming into force and amending the European Union (Withdrawal) Act 2018, and consider several CJEU judgments addressing the processing of special category personal data, the interaction between data protection and competition law, the conduct and balancing of legitimate interests assessments, data minimisation and the status of supervisory authority decisions.

Nicola Cain7 October 2024Data Protection, GDPR, EU GDPR, General Data Protection Regulation, Regulation (EU) 2016/679, UK GDPR, UK GENERAL DATA PROTECTION REGULATION, Retained EU Law, Retained EU Law (Revocation and Reform) Act 2023, European Union (Withdrawal) Act 2018, Section 6 European Union (Withdrawal) Act 2018, section 6 Retained EU Law (Revocation and Reform) Act 2023, Assimilated Law, BREXIT, CJEU, Data Controller, Data Minimisation, Supervisory Authority, Health Data, Article 9(1) GDPR, Article 9 GDPR, Article 9 UK GDPR, Article 9(1) UK GDPR, Legitimate Interests, Legitimate Interests Assessment, LIA, Article 6(1)(f) UK GDPR, Article 6(1)(f) GDPR, Commercial Interests, Advertising, MARKETING, Targeted Advertising, Behavioural Advertising, Personalised Advertising, Data Sharing, Necessity, C-446/21, C-621/22, C-21/23, C-200/23, SPECIAL CATEGORY PERSONAL DATA, Special Category Data, Sexual Orientation, Article 9(2)(a) GDPR, Article 9(2)(a) UK GDPR, Article 9(2)(e) GDPR, Article 9(2)(e) UK GDPR, Article 5(1)(c) GDPR, Article 5(1)(c) UK GDPR, Data Retention, C-507/23, Compensation, Damages, Article 82 GDPR, Article 82(1) GDPR, ApologyComment

Can data protection save the planet?

To acknowledge Earth Day, Handley Gill’s specialist consultants comment on how data protection / data privacy compliance can contribute to satisfying environment, social, and governance (ESG) goals, and the practical steps that organisations can take to implement and report upon sustainability measures to demonstrate accountability.

Handley Gill Limited