Guidance published on balancing TUPE and Data Protection

So, employees may also share information about employers provided it is 'adequate, relevant and not excessive' legally and without fear of breaching their contract or risking their future employability..........

Sounds fair, equitable or balanced in terms of proportionate rights and responsibilities to me.

Perhaps then we could look at ASBO's for poorly performing employers with high employee turnovers as well as complying with UK campaign to reduce the hazards of "ill health" and "serial employment" to the UK's performance and productivity by 25%.

A great opportunity to reduce Collateral Damage to UK Human Resources and release the potential productivity gains founded in recognising Friendly Fire or omissions in Duty Of Care in the workplace legally without the need to resort to whistleblowing.