The EU General Data Protection Regulation, which comes into force on 25 May 2018, will comprehensively reform the UK’s data protection rules. As well as introducing a number of new concepts and restrictions on data processing, it significantly increases sanctions for breaches of the data protection principles and expands the rights of data subjects.
What is the General Data Protection Regulation?
The General Data Protection Regulation (2016/679 EU) (GDPR) is the new governing legislation for collecting and processing personal data in the EU.
It comes into effect on 25 May 2018 for all EU member states. The Government has confirmed that the GDPR will be implemented in the UK as it will still be a member of the EU at that time. The GDPR will replace the Data Protection Directive (95/46/EC) (which is implemented in the UK by the Data Protection Act 1998) when it comes into effect.
The GDPR requires that personal data be processed according to many of the same principles as under the current Data Protection Act 1998. However, employers should note, in particular, that the GDPR has new requirements:
- that restrict the use of consent as a justification for processing data;
- on demonstrating compliance through the documentation of data processing activities;
- on adopting organisational measures for data protection such as policies and practices; and
- on providing more information to employees and job applicants on the purpose and legal grounds for collecting their data, and their rights in relation to their personal data.
Employers should also be aware that the GDPR creates a new enforcement system, with significantly higher maximum penalties than under the Data Protection Act 1998. In particular, breach of the GDPR in some circumstances can lead to a maximum fine of €20 million or 4% of an undertaking's worldwide annual turnover, whichever is higher.
My thanks to the ever helpful folk at Xpert HR for their piece on this see them at