The Data Protection (use and access) Act requires all organisations to publish a complaints policy/process/procedure. Our free guide makes this easier See our free guides page for more 100% free to download and use guides
All organisations are required to have a data protection complaints procedures in place before 19 June 2026 ICO Guidance here
Changes to employment law, effective today, 06 April 2026, make sexual harassment a “qualifying disclosure” Sexual Harassment that “has occurred, is occurring or is likely to occur.” can now be reported under whistle blowing regulations. Employers need to ensure their sexual harassment policies and procedures are fully robust. Concrew Training can help
The Employment Rights Act introduces the following changes today, 06 April 2026. Are you ready? It is imperative that you check your organisation is compliant.
The number of fines imposed for breaches of data protection legislation, the GDPR and PECR continues to rise. The main driver being the data controller/processor failing to implement sufficient technical and organisational measures to ensure information security.
on 05 February 2026, 10 important changes to data protection legislation, GDPR and PECR came into effect. Find out more…
A quick review of UK employment tribunal decisions for the month of December 2025 shows 22 cases relating to sexual harassment at work. Whilst many of these appeals were dismissed the employers nevertheless incurred the time, cost, adverse publicity and stress associated with defending them.
We were a bit worried, this week when a delegate said our TUPE and Redundancy training hadn’t met their expectations! It turned out that it had far exceeded them.
The Employment Rights Bill gained Royal Assent on 18 December 2025. This act as significant impact on employment law and could negate or change terms within numerous existing contracts of employment. HR and operational managers need to understand these changes fully and plan accordingly Our courses on employment law bring you up to date on …
As of 01 December 2025 the early conciliation period is increasing from 6 weeks to 12 weeks. In October 2026 the Employment Rights Bill is expected to increase the time period for bringing an employment tribunal claim from 3 months to 6 months.
