Special categories of personal data (previously Sensitive Personal Data)

Key Points

  • Under the Data Protection Act 1998 there were provisions relating to 'sensitive personal data'. Under the GDPR and the Data Protection Act 2018, there is no definition of  'sensitive personal data'
  • Under the GDPR there are 'special categories' of personal data which largely reflect the categories which were previously known as 'sensitive personal data'
  • Please see our summary GDPR card here
  • Under the Data Protection Act 1998 there were provisions relating to 'sensitive personal data'. Under the GDPR and the Data Protection Act 2018, there is no definition of  'sensitive personal data'
  • Under the GDPR there are 'special categories' of personal data which largely reflect the categories which were previously known as 'sensitive personal data'
  • Please see our summary GDPR card here

Filing System

Key Points

  • Please see our summary GDPR card here
  • Under the DPA 1998  one of the categories of information that was defined as ‘data’ was information which is recorded as part of a 'relevant filing system'. Under the GDPR and the DPA 2018 there is no reference to a 'relevant filing system' although there is a short definition of a filing sysytem

 

  • Please see our summary GDPR card here
  • Under the DPA 1998  one of the categories of information that was defined as ‘data’ was information which is recorded as part of a 'relevant filing system'. Under the GDPR and the DPA 2018 there is no reference to a 'relevant filing system' although there is a short definition of a filing sysytem

 

An inciteful article from Emplaw authors, Gowling WLG, taking a look at the recent CJEU ruling that, in order to comply with the EU Working Time Directive, employers are obliged to maintain reliable records, and how the decision may affect UK employers.
For the article click here
For the Emplaw case summary and link to full report, click here

Maternity rights and obligations have led the way this month. Whilst the Consultation on extending redundancy protection for pregnant women and new parents closed last month and the response is awaited, we saw the Women and Equalities Committee, not only publish its submissions to the consultation but also introduce a Bill to prevent women on maternity leave from being made redundant. Meanwhile the TUC has published a new guide on pregnancy, breastfeeding and health and safety. Case wise, the Court of Appeal rules that it was not unlawful to pay a lower rate of shared parental pay than maternity pay. 

An article by Emplaw authors, Gowling WLG on pension benefits, which, contrary to the general position,do transfer under TUPE.

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An article from Emplaw authors Lewis Silkin looking at the issues employers need to be aware of during Ramadan and how they can support their staff.

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Your intelligent one-stop monthly read to keep you up to date. This month’s edition includes Need To Know information such as a new EHRC helpline for advisors and Guidance on IR 35,  as well as updates on the legislation flowing from The Good Work Plan and links to the latest from Emplaw authors, including a webinar on TUPE and Insolvency and Neurodiversity, autism and the workplace

For Emplaw subscribers, there are also professional summaries of the latest key cases with links to full reports

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Employing EU citizens in the UK in the context of Brexit

Key Points

On the basis that Brexit goes ahead, this Card considers employing EU citizens  in the UK, with or without the November 2018 or subsequent proposed deal.

It also explains the proposals for a new immigration system for the UK, applying to EU and non-EU citizens from 2021.

Current: 
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Using the holidays to catch up on employment law changes this year? The government’s programme flows from The Good Work Plan. Our updated  briefing on the Plan and subsequent developments is essential reading. 

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