Employers with employees in the UK should start preparing for spring 2018, when they are obliged to meet the new standards required under the EU General Data Protection Regulation and – if they have 250 employees or more – must publish gender pay gap information.
Data protection changes
The scope of the changes to be made under the EU General Data Protection Regulation ("GDPR") are yet to come in force (it's expected to do so in May 2018). However, as a result of the changes, employers will need to start preparing now to ensure they meet the new (higher) standards required under the GDPR. For instance, there are new governance and record-keeping requirements that may require employers to create or amend policies and processes on privacy notices, data breach responses and subject access requests.
Gender pay gap reporting begins
Employers with 250 employees or more will, for the first time, be required to publish gender pay gap information. In addition to information relating to employee pay and bonus pay, employers will need to provide information on the number of men and women they employ in each quartile. The regulations are still in draft form but the deadline for the first report is expected to be April 2018 (to be based on pay data from 2016/2017).
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