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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.


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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?


Is there any information an employee may not see under the terms of the Data Protection Act 1998?

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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What rights of access do employees have to job references?

Must an employer always obtain an individual's consent before providing a reference for him or her?

Where a job applicant does not give his or her current or most recent employer as a named referee, can this employer be contacted instead of the named referee?

Where an individual's employment offer is withdrawn due to an unsatisfactory reference does he or she have any right to see the reference?

Do job applicants have the right to see notes made on them at interview?

Aside from discriminatory questions are there any other restrictions on the type of information that employers are allowed to gather from job applicants?

Does an employer have the right to retain any personal data gathered during the application process?

Can employers use computers as the sole instrument to judge an individual's performance, reliability or conduct?

Can an employer hold an unsuccessful candidate's CV on file in case a further job vacancy arises?

Where an unsuccessful job applicant asks for details of why he or she was not offered the job is the employer obliged to disclose those details?

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