November

The General Data Protection Regulation (GDPR) will be enforceable in the UK from May 2018, updating the way businesses must handle personal data, including what they hold on employees.

How is this going to affect HR professionals in the UK? HR magazine reports on the impacts, including how it's an update from previous legislation, why your firm may need a DPO (data protection officer) in your team, the penalties for non-compliance, how it will be applied after Brexit, and why employers should act now to prepare, versus waiting for the implementation in May 2018.

A second month of a rise in permanent placements in engineering, as well as temporary|contract staff billings in hotel and catering, among other categories, have indicated that UK employers have made it past the initial impact of Brexit.

According to the latest Markit|REC's "Report on Jobs" the rate of decline to fill permanent roles eased to the slowest in almost three years, while average salaries for permanent job placements rose in September, rising fastest in the Midlands.

The UK's Information Commissioner's Office recently updated its code of practice for privacy notices in an effort to help companies comply with the “good practice” recommendations in the Code.
 
The ICO has recommended that businesses inquire and test before launching any privacy notice language, as well as construct a layered notice, being cognizant of third party transfers and remaining compliant with the GDPR.
 
In addition, the ICO encourages businesses to use a combination technique when presenting privacy information, including front page notice of unexpected use, a just-in-time notice, separate opt-in boxes for different uses, dashboards, and icons, symbols and videos.