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> Without consent, there are only a number of other ways an employer can process data, and those are identified in the GDPR as “legitimate basis”, which include
by that_guy_iain 5y ago
> Without consent, there are only a number of other ways an employer can process data, and those are identified in the GDPR as “legitimate basis”, which include, in relevant part: (1) to perform an employment contract; (2) to comply with legal obligations; and (3) to further a legitimate interest of the employer.
You'll find nearly every time they use that.
- chromanoid 5y ago> legitimate interest of the employer I would claim this paragraph will side with the employee in dubious cases (see the article): "To use the legitimate interest allowance, employers must perform a privacy impact assessment balancing their legitimate interest against the employees’ privacy interests. The hard part, this must be documented to demonstrate that the employer’s legitimate interest does outweigh the employees’ rights. The next step that employers cannot overlook is that, even if the employer has a basis to process employee data, the employer must then provide notice to the employee that spells out exactly what data the employer is going to collect and what the employer is going to do with it."