We take seriously our responsibility to keep you up to date so that you can use changes in employment law to commercial advantage. By understanding and interpreting the latest case law and legislation we can deliver updates to you that are concise and usable. With imagination, we are able to ensure that developing law can be used to allow you to achieve commercial solutions, cost effectively and expediently.
Here’s the third and final part of our series covering the need-to-know detail on the key legislative developments to watch out for in 2023:
A new UK data protection framework
The Data Protection and Digital Information Bill proposes amendments to the UK’s incorporation of the EU’s GDPR. Key changes are expected to include the introduction of an exemption from data subject access requests where vexatious, greater flexibility when transferring data internationally and a move to an opt-out model for cookie consent. It is expected that those who’ve worked hard to develop GDPR compliant processes and practices will not need to completely revise their approach.
The Brexit Freedoms Bill
The Brexit Freedoms Bill means that all EU legislation retained after Brexit will be amended, repealed, or replaced by the end of 2023 unless the government takes steps to preserve it. EU-derived employment laws such as the Working Time Regulations, TUPE, collective consultation requirements, and maternity and paternity protections could all be impacted depending on the government’s approach.
Once we know more specific dates and timescales for the introduction of these legislative changes, we’ll update you further. Here’s pt.1 and pt.2 of this series if you need to revisit.
Get in touch if you’d like to discuss how these proposed changes might affect your business.
This update is accurate on the date it was sent (26 January 2023), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.