Updated to include information on Benkharbouche v Secretary of State for Foreign and Commonwealth Affairs; Secretary of State for Foreign and Commonwealth Affairs and Libya v Janah, in which the Supreme Court considered if state immunity could prevent claims for EU employment law breaches.
In this Romanian case, the Grand Chamber of the European Court of Human Rights (ECHR) has held that monitoring the employee's private use of a business messaging account amounted to a breach of his right to private life and correspondence under art.8.
Employers should make employees aware of any monitoring of their communications after the European Court of Human Rights ruled a man's right to privacy was breached when his employers investigated his private messages.
Three Square Market, a Wisconsin-based tech company, recently became one of the first in the world to microchip staff. David Sheppard, associate at Capital Law, looks at the employment law implications of this controversial move.
The Court of Appeal has held that the legislative provision that excludes park police constables from enjoying collective consultation rights is in breach of their, and their union's, art.11 rights under the European Convention on Human Rights.
Cases on appeal provides news on key case law developments that are expected.
The Court of Appeal has held that the criminal record checks system is incompatible with the European Convention on Human Rights.
A recent legal case involving messaging service WhatsApp raises issues about monitoring employee communications. Nick Le Riche, a partner at Bircham Dyson Bell, offers practical tips on balancing employees' privacy rights with employers' need to protect confidential data.
CCTV used to require installation by specialist security engineers, but modern small-scale camera systems can now be rigged up by almost anyone. Pam Loch, managing partner of Loch Employment Law, looks at the legal implications of surveillance cameras in the workplace.
In Garamukanwa v Solent NHS Trust  IRLR 476 EAT, the EAT held that an employee who was dismissed for sending anonymous malicious emails to his former girlfriend could not rely on art.8 of the European Convention on Human Rights to prevent his employer from using evidence from his iPhone connecting him with the fake email addresses from which the messages were sent. Since the iPhone evidence had been supplied by the police following their investigations and with permission for it to be used, the tribunal had not erred in finding that the employer acted within the range of reasonable responses.
HR and legal information and guidance relating to art.8 of the Convention on Human Rights (the right to respect for private and family life).