The GDPR has been in effect for a year now and, unlike many pieces of
legislation, still remains quite prominent in the news today. Many
businesses are still in the process of working out how to better comply (or
how to comply at all), and others, particularly in high profile cases
involving multinational tech giants, are starting to feel the sting of the
GDPR’s infamously high penalties.
Whether you are still in the process of trying to “get it right first
time”, or whether you were shipshape and Bristol fashion ahead of time
last year, now is the perfect time to review your data protection position.
Guidance and best practice are still emerging and will for a long time to
come. Data protection compliance, like your use of personal data itself,
does not stand still.
This is particularly the case in the HR context. All employers, regardless
of the nature of their business, will collect, hold, and process personal
data and, in a number of cases, special category (formerly known as
‘sensitive’) personal data.
Updated Employee Data Protection Policy
Following on from updates to our general data protection policy earlier
this year, we have now updated our Employee Data Protection Policy
template. Following a comprehensive review, this popular template now
includes a range of new and more detailed provisions including helpful
definitions of key technical terms, guidance on how staff should find out
more about data protection within your business, sections covering
important topics such as consent, and more specific coverage of the ways in
which employees’ personal data will be used.
New Short-Form Employee Data Protection Policy
Also following in the footsteps of its more general counterpart, a new
Short-Form Employee Data Protection Policy has been introduced. The idea
behind the short-form template is to make a policy that is easier to
navigate and quicker to refer to. Sections which are more detailed in the
standard-length document are replaced with references to separate policies
to create a more focused source of information.
This document, along with its standard counterpart, will receive further
updates as we produce more focused policy documents, allowing us to replace
additional sections in the Short-Form policy with simple cross references.
The contents of this Newsletter are for reference purposes only and do not constitute
legal advice. Independent legal advice should be sought in relation to any specific