The easy reply to the query, does GDPR pertain to workers, is that sure it does. Companies can’t just think about complying with the General Data Protection Regulation (GDPR) with regards to customers, it affects just as much to the persons who work for the company.
It’s essential that companies make sure that they are fulfilling all of their duties, with regards to safeguarding the private data of workers and enabling workers to retrieve this data. If companies don’t abide by GDPR in this way they might face a series of restrictions, including penalties.
What does this imply for HR?
It’s vital that Human Resources (HR) experts know the repercussions of GDPR. For example, it’s no more enough to incorporate a paragraph into a job agreement, concerning the use of private data, and regard the initialing of the agreement as the given approval. GDPR demands that the giving of approval should include an informed action by the person.
Obviously, companies can use other lawful necessities as a cause for processing private data, as opposed to approval. Nevertheless, they must be cautious that they only handle data that directly pertains to this prerequisite.
It’s also vital to note that workers will have access to the private data that’s being handled, and must be conscious of what the data is used for all the time. This implies that companies will have to check the private data they possess, determine that it’s being held legally, make sure that it is up to date, make sure that any necessary approval is in place and make sure that data is kept safe, and can be easily delivered to a person, when required. All of this work will have to be performed, in order for a company to abide by GDPR.