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Julia M. Wilson

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Julia Wilson is a partner in Baker McKenzie's Employment & Compensation team in London and co-chair of the Firm's Workforce Redesign client solution. Julia also leads the employment data privacy practice in London. Julia advises multinational organisations on a wide range of employment and data protection matters. She is highly regarded by clients, who describe her as a “standout” performer who "knows how we think." A member of the Firm's Pro Bono Committee, she plays a lead role in the Firm's pro bono relationship with Save the Children International. She also collaborates with Law Works to deliver employment law training to solicitors who provide pro bono advice to individuals. Julia regularly presents and moderates panels on podcasts, webinars and in-person events, is often quoted in mainstream media, and authors articles and precedents for a range of industry and other publications.

Discussion of AI adoption in the workplace seems to have reached fever pitch in recent months – with good reason. In this article for IEL, we summarize the current legal framework and regulatory attitudes, and venture our insights into what employers can realistically do now to mitigate legal risk and put them in the best position with respect to future developments.

Contingent workforce and flexible working continue to be a dominant issue in the current employment landscape. The laws in this area are still evolving, as governments adapt to modern workforce models, which companies are increasingly engaging with in order to help “futureproof” their businesses.
Recognizing this issue, our multipractice team of industry specialists have come together to provide resources that guide organizations through essential considerations and risks that come with these flexible working models and less traditional forms of worker engagement.

On 7 February 2024, the Thailand Board of Investment (BOI) issued several investment promotion measures under the announcements as follows: 1) Investment Promotion Measure for Social and Local Development 2) Retention and Expansion Program 3) Relocation Program 4) Investment Stimulation Measure for Economic Recovery

Employees will have a statutory right to a week’s unpaid leave each year to care for a dependent from 6 April 2024. The Carer’s Leave Regulations 2024 have been laid before Parliament and are expected to be made shortly. They set out details of the scheme intended under the Carer’s Leave Act 2023, as previously reported.

Employers will need to decide whether they wish to enhance the new rights, for example, by paying for some or all of the leave, as part of an employee benefits package to recruit, retain, and support employees with caring responsibilities. Some employers may already offer a form of contractual carer’s leave.

Welcome to the next edition of our quarterly HR Privacy newsletter designed to keep you updated with key cases, legal developments, trends and news relating to employment / HR data privacy matters, which is brought to you by the Baker McKenzie EMEA Employment and Compensation practice group.
This edition explores high-profile case-law decisions and new consultations and guidance in the UK, Germany, Netherlands and Spain markets.

The Worker Protection (Amendment of Equality Act 2010) Act 2023 is due to receive Royal Assent. The Act will introduce a new duty on employers to take reasonable steps to prevent sexual harassment and is expected to come into force 12 months after Royal Assent is granted. This duty will sit alongside employees’ existing protections from sexual harassment in the workplace.