“Is it lawful for a Christian hotel keeper, who sincerely believes that sexual relations outside marriage are sinful, to refuse a double-bedded room to a same sex couple? Does it make any difference that the couple have entered into a civil partnership? These are questions which would have been unthinkable less than two decades ago.
UK Immigration continues to be the focus of intense media attention and public interest. If you reviewed the content of the UK’s major newspapers over the past few months, you would struggle to find any one day when UK Immigration doesn’t feature in some form of article or news story.
It is strange, therefore, that some recent important Immigration changes, implemented by the Home Office, have been given very little media attention.
From 28 October 2013, the Immigration Rules that apply to those looking to settle in the UK, or to become naturalised as British
We have just finished delivering a series of seminars with the ICO aimed at demystifying some of the thorny data protection issues that can come up in an HR context. We had some interesting discussions on issues such as monitoring and subject access - here are some of the key messages:
Compliance is more important than ever
The ICO is regularly exercising its increased powers to fine up to £500,000 for breaches – fines issued this year were almost double those issued in the previous year.
I recently reported on the Statement of Changes in Immigration Rules laid before Parliament last month. As part of its commitment to cutting net immigration to the UK to the tens of thousands, the Government has now released the anticipated Immigration Bill. There have been several immigration bills over the years, each seeking to address concerns about immigration in a different way.
A Statement of Changes in Immigration Rules has been laid before Parliament. The Statement outlines a number of changes to the UK’s Immigration Rules, which are said to be designed to make the UK more attractive as a destination for international businesses and international students.
The Government has now published its eagerly anticipated (by me anyway!) response to its consultation on reform of the TUPE regulations. It now proposes a number of specific reforms intended to remove the “unfair legal risks that businesses currently face” when involved in a TUPE transfer. But, most notably, the Government has pulled back from repealing in their entirety the existing provisions with regard to “service provision changes”, as discussed in my last TUPE blog (http://bit.ly/1dVmITe).
So what will change?
A raft of recent cases has significantly narrowed the circumstances in which The Transfer of Undertakings (Protection of Employment) Regulations 2006 (“TUPE”) will apply to “service provision changes”, creating uncertainty and potentially unforeseen financial consequences for parties involved in the contracting-out, contracting-in or re-tendering of services. This blog summarises the key issues arising from the cases.
In a nutshell…
It has now become much more difficult to satisfy the service provision change requirements of TUPE.
The Government has published its consultation document on the use of offshore employment intermediaries and it has significant implications for employers that use such structures. The draft legislation was published on 19 July this year and the consultation period ends on 8 August. The changes are intended to take effect from the next tax year.
The Government’s concern is that since the 1990s there has been a rise in the number of workers “based in the UK, working in the UK for UK-based companies”, but employed by offshore employers.