The 25th of May 2018 has passed, we have stopped receiving endless emails directing us to Privacy Notices, but the duty to comply with the General Data Protection Regulations (GDPR) continues to apply.
The GDPR are part of the data protection rules governing how organisations process (collect, store or use) “personal data”. Personal data has a broad definition but encompasses any data which can identify a person and will include the data your organisation has collected from your employees and contractors, customer and, suppliers.
Here at Wolferstans we have a specialist team available to provide your organisation with GDPR support. We can cut through the myths and explain in plain English what GDPR means for you and for your organisation.
We have a number of template policies available including Privacy Notices for your employees or customers and can provide guidance (including whether it is necessary to make a report to the ICO) if you suspect a data breach may have occurred.
We also offer a GDPR “Myths Explained” initial consultation for businesses that remain confused by what they should and should not be doing post 25 May 2018. The consultation and advice will be tailored to your business and include; compliance, marketing and what to do next.
Restrictive covenants are often included within an employment contract by a business to protect their commercially valuable information (confidential information) from misuse after an employee leaves. Employees are usually required to agree them when joining a company and will form part of their employment contract. The pro-active employers should therefore be reviewing their contracts and restrictive covenants as well as their systems and controls to ensure they afford the right protection to those in business development, client facing and revenue generating roles.
However, with the continued competition amongst employers to attract and retain the most talented employees, the number of issues and claims arising from the breaches of restrictive covenants contained in employment contracts are on the increase. Many employers and, on the other side, employees will likely require legal assistance, especially given the complexity of this area of law and the next steps that may need to be taken, which for example may include an application to the High Court for an injunction and associated search orders as necessary.