As employment-related artificial intelligence (“AI”) tools proliferate, multinational employers feel increasing pressure to deploy AI across their global offices.
As we look ahead to 2024, it is clear that both data protection and AI will continue to take center stage in the UK, as it will in many other countries.
Multinationals with employees in the People’s Republic of China (PRC) continue to confront a November 30 deadline to implement China’s new cross-border data transfer mechanism—the Standard Contract.
The Department of Commerce has extended the EU-U.S. Data Privacy Framework to cover transfers of personal data from the UK (and Gibraltar) to the United States, in addition to transfers from the EU to the United States.
The new Data Privacy Framework offers multinational employers a streamlined mechanism for transferring the personal data of EU personnel from subsidiaries in the EU to the parent corporation and its subsidiaries and affiliates in the United States.
On May 24, 2023 (or as we like to call it, the eve of GDPR’s 5th birthday), the UK’s data protection body, the Information Commissioner’s Office (the ICO), published a new guide for employers on responding to data subject access requests (DSARs).
As many employers will be aware, data subject access requests (DSARs) can take up a significant amount of business resources and are a common tactic used by disgruntled employees.
Since the European Court of Justice declared the “Safe Harbour” agreement invalid in October 2015, transatlantic data traffic has been fraught with significant hurdles and uncertainties.
Despite the absence of the previously promised Employment Bill, new Bills that will, if passed, make changes to employment laws, have been coming thick and fast over the last few months.
As we celebrate a new year, many HR/legal professionals in the UK will be thinking of areas that might need a bit of a refresh, and data privacy may be one of those.
