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An Employer’s Guide to GDPR Part Two

Employer's Guide to GDPR

Part Two Employer’s Guide to GDPR: Personal Data

Keeping HR Simple have teamed up with Data Protection Specialist Simon Hinks.  Simon works closely with businesses and charities on data protection, compliance and data auditing and helping them to understand their GDPR/DPA gaps.  His hot topics include GDPR compliance and data audits, Communication audits and Customer journey audits.

We asked Simon to talk to us about the big picture of GDPR and what that means from a HR point of view, in particular to focus on Personal Data and it’s definition.

Personal Data

GDPR has expanded the definition for personal and sensitive data which has a big impact on HR teams.

Personal data means any information relating to an identifiable person who can be directly or indirectly identified in particular by reference to an identifier.

This definition provides for a wide range of personal identifiers for personal data, including name, identification number, location data or online identifier, reflecting changes in technology and the way organisations collect information about people.

What this also means is that GDPR applies to both automated personal data and to manual filing systems where personal data is accessible.

Sensitive personal data

GDPR refers to sensitive personal data as “special categories of personal data” . These special categories clearly include genetic data and biometric data where processed to uniquely identify an individual. For example, information about an individual’s: race, ethnic origin, politics, religion, trade union membership, genetics, biometrics (where used for ID purposes), health, sex life, or sexual orientation. As special category data is very sensitive, it needs more protection.

HR teams are more likely than not to have this sensitive data as part of your overall staff data so GDPR is definitely important to you.

So, it’s important to understand Personal Data, and Sensitive Personal Data and how these terms specifically apply to the HR function.

More information coming soon but in the meantime if you have any questions, don’t hesitate to contact us!

Missed part one? 

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