GDPR And Employee Personal Data

GDPR And Employee Personal Data

Employee records often contain significant amounts of sensitive personal data, including payroll information, sickness absence records, disciplinary documentation and recruitment records. As businesses grow, employee information can easily become spread across emails, cloud systems, manager notes and messaging platforms, increasing the risk of inconsistent handling and GDPR breaches. This article explains the key employee data protection risks SMEs should consider and why clear HR processes, secure storage and consistent record keeping are essential for reducing compliance and employee relations risks.

Dismissal decision is a managerial one, not a medical one

Dismissal decision is a managerial one, not a medical one

Overturning a tribunal’s finding of unfair dismissal, the EAT has held that an employer had properly decided on the basis of the evidence available to it, which included a report from occupational health and a clinical psychologist, that an employee was not fit to return to his stressful managerial role. His dismissal for ‘capability’ (or rather the lack of it) was fair. The EAT reiterated that the decision to dismiss an employee is a managerial one and not a medical one. An employer should make its own assessment of the risk to an employee’s health from returning to work.

Workplace Investigations For SMEs

Workplace Investigations For SMEs

When employers suspect misconduct, fraudulent sickness absence or other serious workplace concerns, it can be tempting to act quickly. However, workplace investigations and employee surveillance must be handled carefully to avoid creating legal, GDPR and employee relations risks. This guide explains what SMEs should consider before carrying out investigations and why fair process and proper documentation matter.

Read my brief overview of where a private detective may be able to help your business.

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