Insights
A reminder the College Financial Handbook 2025 becomes effective 1st August
22 Jul 2025Key Updates in the College Financial Handbook 2025
The Department for Education released the 2025 College Financial Handbook, effective from 1 August 2025.
UK Government’s Plan to Ban Ransom Payments: Impacts on Public Bodies and Private Companies
22 Jul 2025The UK Government is set to introduce legislation that will ban public bodies from paying ransoms to hackers in the event of a cyberattack. At the same time, the intention is that private companies will be required to notify authorities if they intend to meet ransom demands. These measures form part of a broader effort to combat the growing threat of ransomware attacks, which have disrupted critical services and caused significant financial and reputational harm to organisations across the UK.
High Court examines data protection rights of employees where data is obtained deceptively
18 Jul 2025The High Court has confirmed that employers may be liable under data protection and privacy laws in certain circumstances where personal information is disclosed following deceptive tactics, even if the disclosure is made orally.
Employment Rights Bill: latest government amendments signal further change
18 Jul 2025On 7 July 2025, the government tabled further amendments to the Employment Rights Bill ahead of its House of Lords Report Stage on 14 July. These proposed changes would tighten several aspects of the Bill and, if passed, could have important implications for employers.
NDAs, discrimination and the right to speak out: what the Employment Rights Bill amendments mean for employers
18 Jul 2025Workplace Compass: The Government’s latest amendments to the Employment Rights Bill would void NDA terms that prevent workers speaking out about harassment or discrimination. We explore what this could mean for employers in practice.
NDAs and "excepted agreements": what do we know so far?
18 Jul 2025Amendments to the Employment Rights Bill would make NDA clauses unenforceable where they prevent a worker from disclosing information about discrimination or harassment, or the employer’s handling of a complaint. The new provisions, if passed, could apply to all workplace agreements, including settlement agreements, and would represent a significant shift away from relying on whistleblowing law to protect such disclosures.
