Employment practices and data protection: keeping employment records
Collecting and keeping employment records
- What kinds of records might we keep about our workers?
- How can we lawfully keep records of workers’ personal information?
- Can we rely on a worker’s consent?
- What lawful bases might apply to employment records?
- What conditions might apply for keeping records of special category information?
- What conditions might apply for keeping records of criminal offence information?
- How much personal information can we hold?
- How do we keep workers’ personal information accurate and up to date?
- How long can we keep workers’ personal information?
- How do we keep our records about workers’ personal information secure?
- What do we need to tell workers about the personal information we hold and how we are going to use it?
- Do workers have a right to access their employment records?
- Do workers have a right to have their employment records erased?
- Who is responsible for data protection and employment records in our organisation?
Using employment records
- When can we share workers’ personal information with other people or organisations?
- What do we need to consider when providing references?
- Can we publish information about our workers?
- How do we handle sickness, injury and occupational health records?
- What are our obligations if we have outsourced some of our processing about our workers?
- Can we collect workers’ information to use for equal opportunity monitoring?
- Can we use employment records to detect fraud?
- What do we need to consider when using pension and insurance schemes?
- How do we handle employment records during mergers, acquisitions, business reorganisation or insolvency?
- When can we share workers’ information under the TUPE Regulations?
- Can we share more information than is required by the TUPE regulations?
- Can we give employment records to the new employer?
- Can we, as the original employer, keep personal information after the transfer?