GDPR from an HR point of view

The new GPDR regulations will come into effect of the 25th May 2018 and replace the Data Protection Act (1998). GDPR places more emphasis on being accountable and transparent about your reasons for processing employee data.

The new GDPR regulations replace the Data Protection Act 1998 and places more emphasis on being accountable and transparent about your reasons for processing employee data.

The most significant change is the increased sanctions for breaches. Breaches of the GDPR may be subject to fines of up to €20M, or 4% of global annual turnover, whichever is the greater. Companies must be able to demonstrate their compliance to regulators – in the UK’s case, the Information Commissioner’s Office (ICO) – on an ongoing basis and to maintain records, and individuals will have significantly increased rights to access their personal data.

• You will need to audit the personal information you hold on your employees
• You will need to identify a Lawful Basis for the data you retain
• Employee contracts will need to be reviewed & specific consent will need to be obtained
• You must notify your employees of the changes in data protection regulations
• Managing Personal Data going forward needs to comply with GDPR regulations
• Subject Access Requests (SARs) give employees the right to access their information
• Breaches are required to be reported to the ICO

Fore more information on the above process please see our GDPR page in HR Support

If you need further assistance to prepare for GDPR or to ensure you are compliant we are here to help – Contact Us.

Sources: Xpert HR, CIPD