The referendum on the UK membership of the European Union is just around the corner.
With it comes the possibility of a future where Britain gets to change and revisit some of the employment legislation currently decided upon by the EU. While it is hard to predict which laws the Government would include in such a review, there are a few obvious candidates that have been a thorn in the flesh of British businesses for a while now.
As you will have heard for "sure", the General Data Protection Legislation (GDPR), the most significant change in data privacy and protection legislation in Europe in the last 21 years, has been completed, signed-off, approved, published and, believe it or not, re-tweeted by Justin Bieber.
I say for "sure", because a recent study by a major privacy consulting firm revealed that half of the 200 compani
It has been difficult for anyone living, working, or with an interest in Europe to avoid the "Brexit" debate.
As I write, there is only one certainty; after the vote on June 23, the UK will either be in or out of Europe. Even then, we will have no true view of the impact this decision will have for employers and their employees. It will be up to two years before the new set of relationship rules will be in place.
Nine months after Russia's new data localization law came into effect you may be one of many HR professionals concerned by the lack of clarity of Russia's Federal Law No. 242-FZ. Let us help you refresh your memory with this blog post.
Here's a quick reminder: under the law, introduced on 1 September 2015, any company that processes the personal data of any Russian citizen, can only do so in data centers that are located within the Russian Federation.