Update November 19, 2019: An amendment to the State's new privacy law, the California Consumer Privacy Act, will temporarily exempt employee data from most of the requirements. Fisher Phillips outlines what employers need to do before January 2020.
Last week, Theresa May’s Brexit plan was defeated, leaving United Kingdom employers (along with the rest of the world) with a number of questions. One primary concern: maintaining compliance with the General Data Protection Regulation (GDPR) if the UK leaves the European Union before a deal is in place. While a lot remains unclear, here are three things to be aware of when preparing employee data for a no-deal Brexit.
The General Data Protection Regulation (GDPR) went into effect on May 25, 2018, and while we have seen the first court decision, there are still a number of open questions. Though it’s (almost) six months later, there is a lack of clarity as to the long-term impact of the GDPR on HR, and quite a few misleading headlines. Here are three things we know now:
It seems like every week there is a news blast on how data has been misunderstood, misused or abused. From Cambridge Analytica’s purposeful abuse of personal data to Strava’s unintentional reveal of military bases, 2018 has brought the consequences of personal data collection to the forefront. That said, it’s important not to forget that with proper use, personal data can have a huge, positive impact on your HR practices. Employers have used personal data to make better hiring decisions, help employees get healthy and address biases in the workplace.
With the upcoming General Data Protection Regulation (GDPR) going into effect in late May, I was curious to learn from the experts at the International Privacy + Security Forum in Washington D.C. As expected, there was a lot of talk about the GDPR and three themes were common throughout the conference:
Have you been hearing conflicting information about the General Data Protection Regulation (GDPR) and what HR must do to be compliant? It’s understandable as the GDPR isn’t so black-and-white. To help make it more clear, we set set the record straight for some of the most common misconceptions about the GDPR.
The beginning of February brings us to just over 3 months until the GDPR takes effect on May 25, 2018. At this point, it’s important to have a handle on what HR must do to come into compliance along with an action plan for getting there. To help you get that plan in order, we’ve outlined eight steps to take as you prepare for GDPR compliance (for more detailed guidance, don’t forget to download our GDPR for HR checklist when you’re done.)