NEWS
More than half of UK businesses doubt the compliance status of data generated by their AI tools
Over half( 51 %) of UK IT decision-makers( ITDMs) are either‘ not very’ or only‘ somewhat’ certain that the data generated by their AI tools is compliant with regulations such as GDPR, according to a survey by Splunk, a Cisco company and cybersecurity and observability leader. This is despite the fact that 88 % of UK ITDMs are currently running or have already worked on an AI project, and fines for non-compliance can cost organisations tens of millions.
The research, which surveyed 500 UK ITDMs from companies of 250 seats or more, also revealed that 64 % of ITDMs are concerned that compliance is set to become even more challenging over the next three years with additional research from Splunk revealing that over a third( 36 %) of UK IT, engineering and cybersecurity professionals have already experienced significant negative impacts due to general compliance failures.
Petra Jenner, GM & SVP EMEA at Splunk, said:“ On balance, the good news is that almost half( 47 %) of UK ITDMs are‘ very certain’ that the data generated by their AI is compliant, suggesting many businesses have made confident strides in their compliance journey. But that still leaves more than half of UK businesses expressing some measure of doubt over whether the data created by their AI tools was compliant – suggesting some degree of business risk.”
Changes to unfair dismissal plans in UK employment bill maintaining existing day one protection against discrimination and automatically unfair grounds for dismissal) is a workable package. The government did want to introduce these rights from day one, but had to change this to six months.
The UK Government convened a series of constructive conversations between trade unions and business representatives regarding the issue of unfair dismissal protections in the Employment Rights Bill to ensure it can reach Royal Assent and keep to the government’ s published delivery timeline.
The discussions concluded that reducing the qualifying period for unfair dismissal from 24 months to six months( whilst
Rena Magdani, National Head of Employment, Pensions & Immigration at law firm, Freeths, said:“ The government’ s abandonment of Day One Unfair Dismissal rights in the Employment Rights Bill is dramatic and comes in the face of pressure from businesses and the House of Lords. The proposal now is for unfair dismissal law to remain the same, but with a simple change of the qualifying period from two years to six months. This offers clarity to employers and employees and avoids what would likely have been complexity and uncertainty generated by the government’ s proposed‘ light-touch procedure’ during an‘ Initial Period of Employment’.
“ When this change comes into force, it is important that employers recognise that there are still situations in which employees with less than six months service are protected by law. For example, all employees are protected from discrimination from day one of employment and whistleblowers are also protected from unfair dismissal from the outset of employment.”
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