Privacy & Security

The clock is still ticking on the UK’s exit from the European Union and we’re still in the dark about the terms of its departure or what impact Brexit will have on employment both in the UK and the 27 remaining EU member states. With or without a deal and faced with this level of uncertainty, HR and payroll teams need to stay up to date with their HR Brexit planning and be ready for all scenarios.

Brexit. It doesn’t matter whether you’re an employee or employer, there is little clarity over exactly what it means. While the British Government scrambles for an outcome, organisations sit patiently, doing what they can to prepare for all eventualities. Considering that there is no certainty and a myriad of possible outcomes, it makes it extremely challenging for organisations to put plans in place. 

After a year and a half of negotiations, on 13 November 2018 British Prime Minster May and the European Union reached a technical agreement on the UK leaving the European Union. The deal sets out the general terms on how the United Kingdom and the European Member states will cooperate after the UK has left the EU. The impact for you as an employer with employees inside or from the UK is now also clear. What you should know. 

It’s likely that no matter whether an organization works in the EU or not, its heard of the General Data Protection Regulation. GDPR, which was implemented on the 25th May 2018, changes the ways that data is processed, stored, and used by organizations. Although GPDR focuses on the data of EU citizens, it is not limited to EU organizations. Wherever an organization is around the world, if they handle the data of EU citizens they must comply with GDPR laws and legislations. 

 

On 31st October, SD Worx is hosting an exclusive webinar, in collaboration with Ascender, to discuss the General Data Protection Regulation (GDPR) and how it affects organisations outside of the EU.

If no agreement between the UK and the European Union is reached at the EU summit on 18 and 19 October, the transitional period that would have applied until the end of 2020 will expire. As a result, on 29 March 2019, the UK’s membership in the EU will end, and EU law will no longer apply. If your company employs people in or from the UK, this change could be far-reaching. So, take the bull by the horns and avoid unpleasant surprises caused by a ‘no deal’ scenario by making the right preparations.

In the lead up to 25th May 2018, the General Data Protection Regulation (GDPR) was everywhere as organizations across Europe (and further afield) prepared for stricter regulations on handling customer and employee data. Three months have passed since its implementation, but what’s new with GDPR?

With less than a month until GDPR comes into effect, organisations around the world should now be working towards compliance. HR and payroll teams should be collaborating with other departments within the organisations—including IT and legal—alongside third-party providers and partners.

With the implementation of the General Data Protection Regulation (GDPR) next month, if an organisation is working with HR and payroll vendors, it will be their responsibility to ensure that these business partners are GDPR compliant. Any external organisation that handles the data of employees or customers must be compliant, otherwise the organisation is also at risk of breaking GDPR regulations.
 

With the 25th May deadline only a month away, it is more important than ever for HR and payroll departments to ensure that they are GDPR compliant. If organisations are not compliant the penalties are significant, with fines of up to €20m or 4% of global revenue, and companies will undeniably suffer from significant brand damage.

With just three months to go until the General Data Protection Regulation (GDPR) comes into force, the clock is ticking for HR and payroll managers to get the systems and processes in place to ensure compliance. The regulation, coming into effect on 25 May 2018, updates data rights for today’s networked world and organisations ignore it at their peril. A major infringement could cost a company up to 4% of its global revenue while there is a penalty of 2% of global revenue if records are not in order or a supervising authority and data subjects are not notified within 72 hours when personal data is exposed in a security breach.