THE FAMILY REDEFINING HR

posted by MikeWebb on October 7, 2021

In 2009 Jay and her son joined forces to solve a growing problem every company must face

No company wants to breach General Data Protection Regulations. It has the potential to seriously harm relations with clients. Plus, any breach leaves companies at the mercy of a huge fine from the ICO.

‘The fee can be as much as £17.5 million,’ says leading HR specialist Jay Webb from her home office in Loughborough. ‘Or 4 percent of global turnover,’ Mike adds, her son and IT Director. ‘Whichever is higher.’

‘Anyone handling the data of a living person falls under GDPR,’ Mike explains. ‘So, something as simple as a customer email addresses are defined as sensitive information. If a company misuses them, it’s a definite breach.’

‘Most of the time, it’s an honest mistake,’ Jay adds. ‘But some staff members have emailed customer addresses to themselves for criminal purposes!’

One of the popular and unique services Jay and Mike offer is with data protection breaches. Once they inspect the breach, they install measures to stop it from ever happening again.

‘The ICO prefers to work with companies rather than enforce if the correct procedures are in place and followed,’ Jay explains. ‘It also helps to have clear breakdowns of what happens if procedures aren’t followed.’

‘Of course, every circumstance is different. There are even cases where a rogue employee has tried to wipe a hard drive to cover their tracks.’

But that won’t stop Mike. ‘We can uncover data that’s been deliberately deleted,’ he says. ‘Even from five wipes ago.’

Once Mike finds that, Jay supports the employer to handle the disciplinary issues. With such large fines for a breach, all companies need this type of support should the ICO come knocking. For more on GDPR or anything else HR, call Jay Webb Consultancy on 01509 216395 or use our contact from

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Are regional businesses ready for the post-Brexit hiring regime?

posted by Jay Webb on November 25, 2020

The imminent end of freedom of movement for skilled workers from Europe will have a particular impact on employers outside London, says Mini Setty

To read the full article published in People Management on 24 Nov 2020 By Mini Setty Click Here.

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What does the new tiered lockdown scheme mean for employers?

posted by Jay Webb on

As England prepares to move into a new system of regional restrictions, People Management asked the experts how businesses should react?

To read the full article published in People Management on 24 Nov 2020 By Elizabeth Howlett Click Here.

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Making flexibility work in the ‘new normal’

posted by Jay Webb on June 18, 2020

We’re three months into the world’s first working from home experiment, says Alice ter Haar. So how can employers harness what they’ve learned during Covid-19?

CLICK HERE to read the full article written by Alice ter Harr on 16 June 2020 for People Management

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Employers able to recover statutory sick pay this month

posted by Jay Webb on May 19, 2020

Rebate scheme announced in March will open end of May, but experts warn small firms may not claim because launch took so long and the administrative burden is too high

To read the full article published in People Management on  19 May 2020 By Maggie Baska CLICK HERE

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Government amends date of employment for furlough purposes

posted by Jay Webb on April 16, 2020

You can only claim for furloughed employees that were on your PAYE payroll on or before 19 March 2020 and which were notified to HMRC on an RTI submission on or before 19 March 2020.This means an RTI submission notifying payment in respect of that employee to HMRC must have been made on or before 19 March 2020. Employees that were employed as of 28 February 2020 and on payroll (i.e. notified to HMRC on an RTI submission on or before 28 February) and were made redundant or stopped working for the employer after that and prior to 19 March 2020, can also qualify for the scheme if the employer re-employs them and puts them on furlough.

Employees can be on any type of employment contract, including full-time, part-time, agency, flexible or zero-hour contracts. Foreign nationals are eligible to be furloughed. Grants under the scheme are not counted as ‘access to public funds’, and you can furlough employees on all categories of visa.

Source: https://www.gov.uk/guidance/check-if-you-could-be-covered-by-the-coronavirus-job-retention-scheme

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Emergency volunterring leave

posted by Jay Webb on April 15, 2020

EMERGENCY VOLUNTEERING LEAVE

The Coronavirus Act 2020 has now come into force which introduces a number of immediate emergency measures in response to the current Covid-19 pandemic. As well as some employment-related changes, the Act provides for a new right to take emergency volunteering leave. Further regulations will need to be passed in order to bring the new right into effect.

To read the full article from Howes Percival CLICK HERE dated 8th April 2020 by Nick Benton

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Carrying over annual leave rules to be relaxed

posted by Jay Webb on

On 27 March 2020 the Government announced that workers who have not taken all of their statutory annual leave entitlement due to COVID-19 will now be able to carry it over into the next 2 leave years.

To read the press release CLICK HERE

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Increased limits

posted by Jay Webb on April 8, 2020

The maximum award for unfair dismissal has increased from £86,444 to £88,519.

The maximum amount of a week’s pay used to calculate statutory redundancy payments and various other awards has increased from £525 to £538.

The statutory day rate for a Guarantee Payment used during a period of lay-off or short-time working has increased from £29 to £30 per day.

 

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Information and consultation requirements (ICE)

posted by Jay Webb on

All employers must inform and consult their employees on: Selling the business or buying a new one;
making 20 or more redundancies in a 90 day period and/or health and safety issues.

The threshold to request to set up ICE has been lowered from 10% to 2% of employees, subject to the existing minimum 15 employees.

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