Employer responsibilities and how to address them

 

GDPR isn’t just about your customers…

 
Many companies are focusing their GDPR efforts around their external data. They’re reviewing processes and systems to ensure compliance with customer’s new rights. However, the new regulation also extends to the data you hold on your employees. So as May 2018 approaches, it’s important to include HR and payroll in your planning too. They should have a permanent seat at your GDPR table, right alongside finance, IT and operations.
 
 
“We wanted to give individuals more responsibility for keeping track of their own data and was looking for a solution with manager and employee self- service which would allow individuals to access information such as employment details
„  Bray Leino, one of the largest creative communications agency outside London. 
 
 

Are you ready to respond?

 
If an employee wants to see all the data you have on them, how would you respond? How long would it take you to pull together all that information? Do you really know where it lives? You’ll definitely have HR records and payroll information, but what about all the other personal data? Their interview submissions, their expenses claims, their absences etc? This is likely to be stored across different systems, on people’s desktops and personal folders, and also in physical filing cabinets.Employees will have strengthened rights under GDPR, so HR needs to: 
  • Understand what data they have on employees
  • Optimise their HR systems to better manage that data
  • Prove to employees that their data requests have been actioned
 
 
Did you know?
 

“

33% of HR leaders are
concerned about data
privacy and GDPR.

„





Source: IDC Executive Brief, Cloud, and the Case for to Support Your HCM Strategy, 2017 








 
 

Think about all the data you collect…

From when a candidate first comes to interview through to when they leave the company, there will be masses of data you collect about them. Data that they could request to see under GDPR at any time. Here are a few scenarios you should be preparing for.

 
 

Recruitment

hr { display: block; height: 1px; border: 0; border-top: 3px solid #64beeb;width:100%; margin: 1em 0; padding: 0;}
 
 

Payroll

 
 

Expenses, travel, medical info

 
 

Updated privacy notices

 
 
 

There are many more HR scenarios that you should consider when planning for GDPR, which are outlined in this Employee Data Audit template. We’ve based this on a typical employee lifecycle, and included useful guidance for assessing your current compliance risk and identifying practical next steps.
 Map your employee data ›

 
 

How can ADP help you?

 
GDPR is the biggest shake-up ofan Data Protection Laws in 30 years. ADPcan help guide you through the process of achieving compliance and reducing the risk of substantial fines.

Choose from our range of fully compliant HR and payroll solutions – from recruitment and timesheet systems to full multi-lingual, multi-currency payroll platforms. These can be deployed as an add-on to your existing setup, or as an entirely new solution.

 
 
Protecting your privacy and security is at the heart of our mission. If you need help choosing the best approach, our expert support team can assess what you have now and recommend an option that best aligns to your goals. Plus, they will always be on hand to answer your questions.  

We know there’s a lot to consider in preparation for GDPR. So why not let us take care of your HR and payroll systems?

 
 

Our three guarantees

 

Security

Choose from secure cloud-based or on-premise systems that provide:- Intelligent detection- Automated data protection - Fraud defence- Identity managementAccess managementADP services are hosted securely and centrally, with a backup data centre in Spain.Our IT and customer support services are delivered from Australia, Canada and India via secure, remote access.
 

Compliance

ADP operates across the EU, so we need to comply with GDPR too – both as an employer and a service provider.To evidence our commitment to data protection, we successfully applied for the following Binding Corporate Rules (BCRs) in 2016:- Processor Code, for treating data as an HCM service provider- Controller Workplace Code, for treating the data we own as an employer- Controller Business Code, for treating the data we own as a business partnerBCRs are the gold standard for GDPR compliance, ensuring we follow a single set of rules to protect personal data.
 

Support

Our dedicated compliance professionals operate from 15 global service centres, serving 112 countries, and are always on hand to answer your questions.They constantly monitor local legislative environments to guide you through the compliance process reducing your risk of substantial fines and penalties. Plus, they can provide specific GDPR consultancy, training and support to your HR departments.We also have a Global Privacy Team, with privacy lawyers, privacy program managers and risk analysts in each region ready to help you better safeguard personal data.
 
 

“
When you think how much personal data you generate yourself through your career, it might set off some alarm bells. But where do companies need to begin to be GDPR compliant from May 2018. Cécile Georges, Global Chief Privacy Officer of ADP talks about the questions you need to answer.
„
Read the blog ›


 
 

Further insights on GDPR

 
 
 
 

To less-enlightened CFO's, human capital is viewed as a cost to be managed. Even after many advances in productivity, average human capital costs are, admittedly, still a major operational expense.

 

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