Managing employees/workers
Use our updated template wording to review and amend your organisation’s job applicant privacy notice to reflect new requirements from 19 June 2026 for handling data protection complaints.
Use our updated template wording to review and amend your organisation’s employee privacy notice to reflect new requirements from 19 June 2026 for handling data protection complaints.
Use our updated template wording to review and amend your organisation’s data protection policy to reflect new requirements from 19 June 2026 for handling data protection complaints.
Use our updated template wording to review and amend your organisation’s data protection policy to reflect new requirements from 19 June 2026 for handling data protection complaints.
Use this model form to allow an individual to raise a complaint about how the organisation has handled their personal data.
The Government has published the results of its Call for Evidence on fit note reform. HR should be alert to the progress of pilots that are looking at potential next steps for reform.
On 20 May 2026, the Home Office amended its guidance for sponsors, reversing previous guidance it had issued on 6 March 2026, which appeared to require sponsors to check the right to work of all workers they engage, including those they do not employ directly. The new guidance confirms that checks on workers who are not direct employees are only required if they are sponsored by the employer.
In 2027, employers with 250 or more employees will be expected to publish a gender equality action plan. An example of an action set out in Government guidance is to provide training such as this to line managers on supporting employees through menopause.
This guide has been reviewed and updated with further detail, including confirmation that permitted weekly working hours must not be averaged out and further detail on managing working hour restrictions for research students without clearly defined vacation periods.
Employers are likely to see a significant amount of interest among their workforces in the World Cup 2026, so they should plan ahead to make the most of the impact that this large sporting event can have on staff morale, while also aiming to minimise disruption.
HR and legal information and guidance relating to managing employees/workers.