eggcros.blogg.se - Personal mails of companies workers

When monitoring equality in the workplace employers should ensure that sensitive data isn’t used for any other purposes.

Consent isn’t usually needed to keep records but employers should let employees know that records are being kept, and remind them of their rights under GDPR.

It’s important for employers to notify their employees of the measures in place to secure records. Make sure vetting records are deleted after six months.Ĭollect and store employee records carefully

Vetting should be done minimally and in the least intrusive way.

Inform all employees or applicants if an automated system is being used, for example, to shortlist candidates, how they can appeal any decisions made and always keep the system under review.

They should tell candidates what data they’ll collect on them, and only ask relevant questions to the application

When advertising for a candidate, employers should always identify the name of their organisation.

Good practice when looking for and hiring a new employee

Legitimate interests: processing is necessary for your own legitimate interests (unless there’s good reason to believe the employee’s personal interests override these legitimate interests).Public task: processing is needed in the interest of the public.Vital interests: processing is needed in a life or death situation.Legal obligation: you need to process in order to comply with the law.Contract: it’s necessary to process data because of a contract with the employee.Consent: the employee has given clear consent for a specific purpose.The do’s and don’ts you should expect from employers ProcessingĮmployers must meet at least one of these six lawful bases for processing set employee data: Only keep personal data for as long as necessary.Ensure that data gathering is relevant rather than excessive.Only collect personal data for specific purposes, don’t use it for any other purpose than specified to the employee.Process an employee's data in a fair and transparent way.Five golden rules for employers to follow Keep in mind that while an employer is allowed to ask an employee to disclose details of their age, sexuality, religion and more in the interests of equality monitoring, the employee is not under any obligation to disclose any of this information if they don’t want to. Employers need to have employee consent before processing: Some data can be sensitive and so employers can’t play fast and loose with information they have on employees. What data can't an employer process without your permission?

Any training that has occurred during employment.Any disciplinary action the employee has been involved in as evidence, in case the employee takes the case to court.Accidents at work for your records and in case someone makes a claim against the company.

Education and qualifications in case an unsuccessful applicant files a discrimination claim for example.

Gender to monitor and ensure the equality of jobs offered to each sex.

Terms and conditions of employment like salary, leave, benefits and hours.

Bank account details (so they can pay you!).

Name, date of birth and National Insurance number to identify employees for background checks or when recording taxes.

What data can an employer process without your permission?

To avoid legal action by protecting themselves and their employees by making them aware of the importance of data protection.

Increased efficiency by deleting out-of-date information and freeing up filing systems so that important information is easy to find.

Increased trust in the company as a result of a more transparent environment.

Where an employer implements good data protection policies and practices in the workplace, they can expect: What should employers do to protect employee data? This includes automated and computerised personal information, paper records or any organised ‘well structured’ filing system. Personal data also includes emails involving a named employee and sick leave records. What do you mean by employee personal data?īy personal data we mean any information that can be used to identify a certain employee. That’s why in the workplace it’s important to develop a culture of respect for private life, data protection, security and confidentiality. Employers hold a lot of personal information about their employees, from whether or not they have a medical condition to their salary and bank account details.