You might believe that you are aware of everything there is to understand about General Data Protection Regulation (GDPR), however, the laws dealing with worker files are different to those that handle the files of persons who are handling a business or organization as a client or possible client.
Why Human Resources occupation is high risk
If you consider about it cautiously, you can know why HR pursuits within a business or organization are believed high risk, regarding the GDPR. Organizations and businesses have a habit of holding confidential private data relating to workers, like information pertaining to criminal convictions or health. This implies that the handling activities of the HR work are always expected to be high risk.
It’s important that organizations and businesses tackle this risk, because they might be subject to action taken by workers if not, and be found to be in violation of GDPR.
Why Worker Approval is Not Sufficient
Among the fascinating points to record, regarding processing worker private data according to GDPR laws, is that it’s not enough to have worker approval. This is for the reason that workers are thought to be ‘vulnerable’ because of their dependent association with the company. To process a worker’s private files, the company should prove that there is a genuine reason for doing this.
- To fulfill legal requirements.
- To support an employment agreement to be fulfilled.
- Respecting a genuine interest in the company.
Companies must conclude a Data Protection Impact Assessment (DPIA) to show that the genuine reason offsets any possible negative effect on the worker.
As you can imagine, there should be a great importance placed on conforming to GDPR laws, regarding dealing with the private files of workers. Not doing this might result in businesses and organizations facing penalties and other restrictions.