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Articles by William Mallin
Last-Minute Amendments Proposed to UK Employment Rights Bill | JD Supra
Shortly before the UK Employment Rights Bill was expected to be signed into law, a significant number of amendments were proposed. This LawFlash outlines the key points for employers to note based on the latest amendments, an important update regarding the proposed unfair dismissal provisions, and the government’s recently proposed implementation timeline for the Bill. For more information, please see our last update and our first LawFlash on the Bill.
Last-Minute Amendments Proposed to UK Employment Rights Bill
Shortly before the UK Employment Rights Bill was expected to be signed into law, a significant number of amendments were proposed. This LawFlash outlines the key points for employers to note based on the latest amendments, an important update regarding the proposed unfair dismissal provisions, and the government’s recently proposed implementation timeline for the Bill. For more information, please see our last update and our first LawFlash on the Bill.
UK Government Amends Employment Rights Bill and Issues Ethnicity and Disability Pay Gap Reporting Consultation | JD Supra
The UK government tabled large volume of amendments to the Employment Rights Bill throughout March 2025. Given the Bill’s significance, this LawFlash highlights some of the key changes under the Bill as it stands as of mid-March 2025. The Bill has since had its second reading in the House of Lords and is expected to receive royal assent by the end of 2025, with many of the provisions likely taking effect at some point in 2026.
UK Government Amends Employment Rights Bill and Issues Ethnicity and Disability Pay Gap Reporting Consultation
The UK government tabled large volume of amendments to the Employment Rights Bill throughout March 2025. Given the Bill’s significance, this LawFlash highlights some of the key changes under the Bill as it stands as of mid-March 2025. The Bill has since had its second reading in the House of Lords and is expected to receive royal assent by the end of 2025, with many of the provisions likely taking effect at some point in 2026.
EU AI Office Publishes Third Draft of EU AI Act-Related General-Purpose AI Code of Practice: Key Copyright Issues | JD Supra
This LawFlash summarizes key EU copyright aspects of the European AI Office’s third draft of its General-Purpose AI Code of Practice developed in connection with the EU AI Act. The Code of Practice sets out “commitments” and “measures” for providers of general-purpose AI models (GPAI models) (whether involving “systemic risks” or not) that are subject to the AI Act. The AI Act's key provisions relating to GPAI models will enter into force in August 2025.
EU Pay Transparency Directive: The Current Status and How To Prepare | JD Supra
EU member states have until 7 June 2026 to implement the EU Pay Transparency Directive (the Directive) into their domestic law. This LawFlash summarises the Directive’s key requirements, considers the current implementation status of the Directive and sets out key preparatory steps global employers with EU operations should be taking now. Sweden, Belgium, Poland, and Ireland have so far led the way and other countries are expected to publish draft proposals during 2025.
EU Pay Transparency Directive: The Current Status and How To Prepare
EU member states have until 7 June 2026 to implement the EU Pay Transparency Directive (the Directive) into their domestic law. This LawFlash summarises the Directive’s key requirements, considers the current implementation status of the Directive and sets out key preparatory steps global employers with EU operations should be taking now. Sweden, Belgium, Poland, and Ireland have so far led the way and other countries are expected to publish draft proposals during 2025.
EU Pay Transparency Directive: The Current Status and How To Prepare
EU member states have until 7 June 2026 to implement the EU Pay Transparency Directive (the Directive) into their domestic law. This LawFlash summarises the Directive’s key requirements, considers the current implementation status of the Directive and sets out key preparatory steps global employers with EU operations should be taking now. Sweden, Belgium, Poland, and Ireland have so far led the way and other countries are expected to publish draft proposals during 2025.
Groundbreaking Legal Reforms Under the Employment Rights Bill: What Is the Impact for UK Employers? | JD Supra
The Employment Rights Bill was introduced to Parliament on 10 October 2024, representing the biggest change to UK employment law since the 1990s. Delivering on its promise to introduce legislation within 100 days of coming into power, the new Labour government’s Bill proposes new and enhanced employee rights, makes provisions regarding pay and conditions in specified sectors, and reforms aspects of trade union conduct and industrial action.
Groundbreaking Legal Reforms Under the Employment Rights Bill: What Is the Impact for UK Employers?
The Employment Rights Bill was introduced to Parliament on 10 October 2024, representing the biggest change to UK employment law since the 1990s. Delivering on its promise to introduce legislation within 100 days of coming into power, the new Labour government’s Bill proposes new and enhanced employee rights, makes provisions regarding pay and conditions in specified sectors, and reforms aspects of trade union conduct and industrial action.
EU and UK Data Protection Implications of Whistleblowing Procedures
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The State of UK Employment Law Reforms Post–King’s Speech | JD Supra
As projected, the King’s Speech of 17 July 2024, outlining the UK government’s legislative agenda, made reference to the Labour Party’s “New Deal for Working People” among other proposed legislation for the Party’s first 100 days. For added clarity, the prime minister’s briefing notes released in tandem with the speech further elucidate Labour’s key legislative proposals for improving employment rights.
The State of UK Employment Law Reforms Post-King’s Speech
As projected, the King’s Speech of 17 July 2024, outlining the UK government’s legislative agenda, made reference to the Labour Party’s “New Deal for Working People” among other proposed legislation for the Party’s first 100 days. For added clarity, the prime minister’s briefing notes released in tandem with the speech further elucidate Labour’s key legislative proposals for improving employment rights.
UK Labour Party Proposes New Legal Landscape: Implications for Employment Law | JD Supra
The 2024 UK general election resulted in a victory for the Labour Party, marking the party’s return to government after 14 years. Prior to this election, the Labour Party set out various proposals that could impact UK employment law significantly. This LawFlash outlines several potential reforms and discusses the implications for employers.
UK Labour Party Proposes New Legal Landscape: Implications for Employment Law
The 2024 UK general election resulted in a victory for the Labour Party, marking the party’s return to government after 14 years. Prior to this election, the Labour Party set out various proposals that could impact UK employment law significantly. This LawFlash outlines several potential reforms and discusses the implications for employers.
Global Privacy: Year in Review and a Look Forward, 2023-2024
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GLOBAL PRIVACY YEAR IN REVIEW AND A LOOK FORWARD 2023-2024 REPORT www.morganlewis.com 2024 Morgan Lewis | Morgan, Lewis & Bockius LLP, a Pennsylvania limited liability partnership 3 GLOBAL PRIVACY: YEAR IN REVIEW AND A LOOK FORWARD 20232024 TABLE OF CONTENTS 2023 Highlights .........................................................................................................................
By Ezra D. Church, Kristin Hadgis, Kathryn E. Deal, Terese Schireson, Emily Kimmelman Wheeling, Julian Williams, Gregory T. Parks, Vishnu Shankar, William Mallin, Elizabeth Herrington, W. Reece Hirsch, Carla Oakley, Phillip Wiese, Ali Gonsman, Kevin Benedicto, Sydney Swanson, Charles Dauthier, Axel Spies, Ksenia Andreeva, Amy Magnano, Todd Liao
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Navigating the Global Data Privacy Landscape: What Multinational Corporations Should Consider When Doing Business
The ever-evolving data privacy landscape continues to become more complex as new developments play out on the global stage. In the United States, a number of individual state laws have come into force, with more following in close step, and a new focus is emerging in health data protection. Across the pond, the EU-US Data Privacy Framework became effective and the UK government introduced a new draft of the UK Data Protection and Digital Information Bill.
Navigating the Global Data Privacy Landscape: What Multinational Corporations should Consider When Doing bBusiness
NAVIGATING THE GLOBAL DLAANTADSPCRAIPVEACY WHAT MULTINATIONAL CORPORATIONS SHOULD CONSIDER WHEN DOING BUSINESS REPORT www.morganlewis.com 2023 Morgan Lewis | Morgan, Lewis & Bockius LLP, a Pennsylvania limited liability partnership. TABLE OF CONTENTS Introduction ..............................................................................................................................
Gender Pay Reporting in the UK in Light of the EU Pay Transparency Directive, International Employment Lawyer
Outside Publication August 09, 2023 Partner Louise Skinner and associate William Mallin wrote an article for International Employment Lawyer about the UK’s gender pay reporting regime against the backdrop of the EU’s Pay Transparency Directive. In the article, they discuss the Directive, the challenges it poses for employers in the EU, and key issues employers should consider. Read the full article >>
Data Transfer Fine Issued for EU Personal Data Transfers to US Parent Company
Following an inquiry that began almost two years ago, on May 22, 2023, the Irish Privacy Regulator (DPC) issued the largest ever GDPR fine following unlawful data transfers conducted by the EU affiliate (the EU Company) of a US multinational parent company (the US Company) to the US Company pursuant to new EU standard contractual clauses (SCCs) issued in 2021.
EU Pay Transparency Directive Marches Toward Implementation | JD Supra
The European Parliament voted in favour of adopting the new “EU Pay Transparency Directive” (the Directive) on 30 March. The legislators still need to grant the Directive final approval, although this is a matter of administrative formality. The Directive will take effect 20 days after its publication in the Official Journal.
EU Pay Transparency Directive Marches Toward Implementation
The European Parliament voted in favour of adopting the new “EU Pay Transparency Directive” (the Directive) on 30 March. The legislators still need to grant the Directive final approval, although this is a matter of administrative formality. The Directive will take effect 20 days after its publication in the Official Journal.
Global Privacy Year in Review
The need for privacy and cybersecurity compliance measures has become a paramount consideration as businesses become more digitally driven, data breaches become more publicized, and regulation continues to increase. Morgan Lewis privacy and cybersecurity lawyers advise clients operating in the United States, Europe, South America, and Asia on compliance with privacy and cybersecurity regulations.
UK Employment Appeal Tribunal: ‘Gender-critical’ Beliefs Are Protected Philosophical Beliefs | JD Supra
The UK’s Employment Appeal Tribunal (EAT) found on 10 June 2021 in Maya Forstater v CGD Europe and others that gender-critical beliefs—including believing that one’s biological sex is immutable and not to be conflated with gender identity—did qualify for protection under the Equality Act 2010 (Equality Act). The subject matter of this case is sensitive and controversial. The EAT’s judgment, however, does not express any view as to the merits of either side of the transgender debate.
UK Employment Appeal Tribunal Advances Scope of Statutory Protection for Strikers | JD Supra
The UK Employment Appeal Tribunal (EAT) handed down its judgment in Mrs F Mercer v. Alternative Future Group Ltd. and Others on 2 June 2021. The EAT found that the relevant provisions in UK legislation protecting workers against detriment related to taking part in independent trade union activities ought to be construed as if such activity includes participation in industrial action.
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