The Government has announced that it intends to introduce a proactive duty on employers to prevent harassment (in addition to the existing requirement to take all reasonably practicable steps to prevent harassment or discrimination, in order to avoid liability for discrimination or harassment carried out by an employee). It has also indicated that it will (re)introduce legal protections for employees who are harassed by third parties, as well as 'looking closely' at extending the time limits for discrimination claims. As yet there is no draft legislation nor a timescale for its introduction.
The Information Commissioner is consulting on updated guidance and a toolkit to assist businesses which need to transfer personal data outside the UK and EU - in particular, the need to verify whether the standard contractual clauses offer adequate protection in third countries (see here for details).
The Home Office has announced that employers will continue to be able to conduct right to work checks remotely until at least 5 April 2022. The concession had been due to end this September.
The furlough scheme is due to close on 30 September 2021. As yet, there have been no announcements of replacement schemes (such as the scrapped Job Support Scheme) and it appears unlikely that the Job Retention Bonus scheme will be introduced... but watch this space.