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Articles by Paul Whinder
Employment Rights Act 2025
UK employment law reform: the next phase UK employment law is undergoing one of its most significant periods of reform in decades. The Employment Rights Act 2025 introduces a broad programme of changes intended to strengthen employment protections and modernise workplace rights and industrial relations.
What Every Employer Should Know About AI Governance Before The EU AI Act Deadline
Yana Komsitsky’s articles from Seyfarth Shaw LLP are most popular: with Senior Company Executives, HR and Finance and Tax Executives in United States with readers working within the Law Firm industries As organizations increasingly incorporate AI into recruiting, workforce planning, employee monitoring, and performance management, the legal risks extend beyond privacy and employment law. You may find thought leadership from our colleagues regarding the EU AI Act useful.
The EU AI Act Delay Is Not A Pause Button For Global Employers
Seyfarth Shaw LLP are most popular: within Compliance topic(s) The EU’s decision to delay key workplace AI obligations until December 2027 provides organizations with additional time to prepare—but not a reason to postpone action.
Is Your HR Technology About To Become A High-Risk AI System?
Seyfarth Shaw LLP are most popular: within Compliance topic(s) Artificial intelligence enabled tools are rapidly taking over recruiting, hiring, workforce planning, performance management, and employee monitoring tools. In a recent Westlaw Today article, Yana Komsitsky, Paul Whinder, and Georgia Hill Smith discuss which types of workplace applications are likely to be classified as high-risk under the EU AI Act and what employers should be doing now to prepare.
Workplace AI — How Employers Should Prepare For The New EU AI Act Deadline
Seyfarth Shaw LLP are most popular: within Compliance topic(s) The handbrake has been pulled on aspects of the EU’s AI Act (Act), with key workplace rules, particularly those on high-risk systems, pushed back from August 2, 2026, to December 2, 2027. The delay may feel welcome for multinational employers keeping up with the spread of AI adoption across their organization, but it is an opportunity to get the groundwork done.
Workplace AI — How Employers Should Prepare for the New EU AI Act Deadline
The handbrake has been pulled on aspects of the EU’s AI Act (Act), with key workplace rules, particularly those on high-risk systems, pushed back from August 2, 2026, to December 2, 2027. The delay may feel welcome for multinational employers keeping up with the spread of AI adoption across their organization, but it is an opportunity to get the groundwork done.
Workplace AI — how employers should prepare for the new EU AI Act deadline
Figurines with computers and smartphones are seen in front of the words "Artificial Intelligence AI" in this illustration taken, February 19, 2024. REUTERS/Dado Ruvic/Illustration/File Photo Purchase Licensing Rights, opens new tab July 17, 2026 - The handbrake has been pulled on aspects of the EU's AI Act (Act), with key workplace rules, particularly those on high-risk systems, pushed back from August 2, 2026, to December 2, 2027.
UK Labor Law - Legislation For Proposed Significant Reforms Unveiled
SS Seyfarth Shaw LLP More With more than 900 lawyers across 18 offices, Seyfarth Shaw LLP provides advisory, litigation, and transactional legal services to clients worldwide. Our high-caliber legal representation and advanced delivery capabilities allow us to take on our clients’ unique challenges and opportunities-no matter the scale or complexity.
UK Labor Law – Legislation For Proposed Significant Reforms Unveiled | JD Supra
The UK’s new Labour government published its highly anticipated Employment Rights Bill last week. In total, the draft Bill contains 28 stand-alone employment law reforms (including many of the changes that we outlined in our blog post earlier this year - see Significant UK Labor Law Reforms on the Horizon).
Significant UK Labor Law Reforms on the Horizon: What the Labour Party’s General Election Victory Means for Employers in the UK
Seyfarth Synopsis: Following the Labour Party’s victory in the General Election on 4 July 2024, it is now expected that they will keep their promise of tabling some significant legislative changes to the UK’s labor law within their first 100 days of government.
Significant UK Labor Law Reforms on the Horizon: What the Labour Party’s General Election Victory Means for Employers in the UK | JD Supra
July 5, 2024 William Hampshire, Verity Musselwhite Steel, Yannick Ramsamy, Paul Whinder Seyfarth Shaw LLP + Follow x Following x Following - Unfollow Contact To embed, copy and paste the code into your website or blog: Following the Labour Party’s victory in the General Election on 4 July 2024, it is now expected that they will keep their promise of tabling some significant legislative changes to the UK’s labor law within their first 100 days of government.
UK Government's Proposal To Reduce Non-Competes Not Included In King's Speech
At the State Opening of Parliament last week, the UK Government outlined its legislative agenda through the King's Speech, an annual address where the ruling monarch, wearing the Imperial State Crown, reads a speech that has been prepared by the current Government outlining the Prime Minister's priorities for the parliamentary year. Yesterday's King's Speech was notable for several reasons. It was Charles III's first Speech from the Throne as monarch.
UK Government’s Proposal to Reduce Non-Competes Not Included In King’s Speech
At the State Opening of Parliament last week, the UK Government outlined its legislative agenda through the King’s Speech, an annual address where the ruling monarch, wearing the Imperial State Crown, reads a speech that has been prepared by the current Government outlining the Prime Minister’s priorities for the parliamentary year. Yesterday’s King’s Speech was notable for several reasons. It was Charles III’s first Speech from the Throne as monarch.
Stick or Twist? What the UK’s Brexit Freedoms Bill Might Mean for UK Employment Law
Some UK employment laws could be set for a shakeup after 31 December 2023, as part of the post-Brexit legal reform envisaged by the government’s “Brexit Freedoms Bill.” The precise impact of this Bill, including which of its powers will be exercised and to which legal areas, remains unclear. However, given the EU genesis of so many UK employment laws, global employers with UK operations should have on their radar the possibility of significant employment law reform.
The Future of Hybrid Working: Full Steam Ahead or a Screeching U-turn? | JD Supra
July 7, 2022 To embed, copy and paste the code into your website or blog: As various restrictions put in place during the global coronavirus pandemic have lifted across the world, many businesses have embraced hybrid working. However, as we look to the future, are these working arrangements of the so-called “new normal” really here to stay?
The Future Of Hybrid Working: Full Steam Ahead Or A Screeching U-Turn?
As various restrictions put in place during the global coronavirus pandemic have lifted across the world, many businesses have embraced hybrid working. However, as we look to the future, are these working arrangements of the so-called "new normal" really here to stay? We consider below whether there are already significant factors at play that could prompt many businesses to want to withdraw from hybrid working and, if so, what legal considerations this could entail.
EU Platform Worker Directive
European Union: EU Platform Worker Directive - Gig Economy In EU's Sights 19 January 2022 by Laurence D. Harvey Wood and Paul Whinder Seyfarth Shaw LLP Your LinkedIn Connections with the authors To print this article, all you need is to be registered or login on Mondaq.com. The growth of tech companies, through which an ever growing number of platform workers provide services (commonly referred to as the 'gig economy'), has led to an increased focus on this business model.
Bullying and Harassment in the New Normal | JD Supra
Following the move to remote working during the COVID-19 pandemic, an interesting question arises as to whether we will also see a change in the nature and frequency of workplace bullying and harassment as well. We anticipate that international employers will not only see a rise, but also that their efforts investigating bullying/harassment will be more complex. Will distributed workforces result in an increase in bullying/harassment?
Bullying And Harassment In The New Normal
United States: Bullying And Harassment In The New Normal 20 December 2021 Seyfarth Shaw LLP Your LinkedIn Connections with the authors To print this article, all you need is to be registered or login on Mondaq.com. Following the move to remote working during the COVID-19 pandemic, an interesting question arises as to whether we will also see a change in the nature and frequency of workplace bullying and harassment as well.
Digital Platform Workers In Europe
To print this article, all you need is to be registered or login on Mondaq.com. The expansion of the so-called “gig economy” has caused big changes to the labor market in Europe in the last 15 years. This is particularly apparent in the digital platform sector. Companies like Uber and Just Eat which provide transport or food delivery services rely upon a workforce engaged under flexible terms under which neither party has any significant obligation to provide or perform work on a durable basis.
Digital Platform Workers in Europe - Recent Developments | JD Supra
The expansion of the so-called “gig economy” has caused big changes to the labor market in Europe in the last 15 years. This is particularly apparent in the digital platform sector. Companies like Uber and Just Eat which provide transport or food delivery services rely upon a workforce engaged under flexible terms under which neither party has any significant obligation to provide or perform work on a durable basis.
UK Employment Tribunal Fees Abolished with Immediate Effect
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