How should employers deal with SARs that relate to disciplinary and grievance procedures?Posted in : First Tuesday Q&A NI on 5 February 2019
Subject access requests (‘SARs’) are dealt with under Article 15 of the GDPR which permits data subjects to find out if their personal data is being processed; and, if so, to obtain personal data via a SAR. However, difficulties can arise for employers when data requested contains other employees’ personal data.
In the case of a SAR relating to a grievance or disciplinary matter, it is likely that other individuals will be referred to, or even be identifiable from the information. Therefore, it is prudent for employers to consider whether any exemptions under the DPA 2018 apply which would prevent disclosure of such personal data. Although there is no specific exemption for data relating to
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.