Cookies and privacy
Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.
For the purposes of the Data Protection Act 1998, what constitutes personal data?
What is sensitive personal data, and can it be held on a personal file?
What principles are employers obliged to follow in order to ensure that personal data is handled correctly?
In relation to the Data Protection Act 1998, what does "processing" data mean?
Do the provisions of the Data Protection Act 1998 apply only to personal data held on computer?
Before an employer can process personal data are there any specific conditions that must be met?
What rights does an employee have under the Data Protection Act 1998 in relation to his or her personal file?
If an employee asks for a copy of his or her "personnel file" is the employer obliged to supply all the information held on the employee?
Can an employee insist that information about him or her is removed from his or her personal file?
An employee has no right to access information concerning a
proposed pay rise, promotion, transfer, training, downgrade, redundancy or the
employer's bargaining position in relation to negotiations or discussions about
employee pay and benefits or the like. In addition, there is no right of access
via a previous employer to a reference that it has provided.
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