With the two-year countdown to the new data protection reforms having started on 25 May, the ICO has outlined how it will provide detailed support for the new General Data Protection Regulation (GDPR) legislation. Alongside the ICO’s initial 12 steps to prepare for GDPR , the ICO have now set out what guidance employers can expect and when on its website. The guidance will be provided in three phases. The first – Phase 1 – consists of familiarisation and key building blocks. During this phase, ICO guidance will be published on the dedicated DP reform website and will include an overview of the GDPR, individuals’ rights, consent and privacy notices code of practice. The ICO are also contributing to priority European level guidance which covers some of the key building blocks of the GDPR, including some totally new obligations, which will cover, among other topics, data portability, data protection officers and data protection impact assessments.
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The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
