For a number of employee claimants and their representatives, the news contained in this article will come as a pleasant mid-week surprise.
In the case of R (on the application of UNISON) v Lord Chancellor, The Supreme Court of England and Wales has issued a very noteworthy judgment on the unlawfulness of Employment Tribunal (ET) Fees, which have been a source of heated debate since their introduction almost 4 years ago on 29 July 2013.
Earlier this month, we published an article relating to “whistleblowing” claims and what an employee may be entitled to claim before the employment tribunal after having been treated unfairly for having made such a “protected disclosure”.
We now report on another Court of Appeal case concerning whistleblowing claims, but from a very different perspective. Nevertheless, we consider that it may be useful for this article to be read in conjunction with the earlier article entitled “Long-term loss of earnings and whisteblowing claims”.
We now have less than a year to go before the General Data Protection Regulation comes into force on 25 May 2018, replacing the Data Protection Act 1998.
This EU law has already caused some controversy and will likely continue to do so beyond its implementation, given the familiarity that organisations have with the procedures brought into force by the Data Protection Act.