This model medical report consent form explains rights relating to a request for a medical report from the employee's GP, including the specifics of the request for information, the employee's rights under the Access to Medical Reports Act 1988, the employee's right to see the report, and the interaction with the GDPR and current data protection legislation.

Use this letter to request the payment of a fee on receipt of a subject access request in line with GDPR and current data protection legislation. Please note under the GDPR a reasonable fee can only be requested where the request is manifestly unfounded, excessive, repetitive or further requests of the same information are made.

Use this letter to ask an employee to provide proof of identity before access can be granted to personal data held by the company, in line with GDPR and current data protection legislation.

Use this letter to acknowledge an employee’s request to see a copy of the personal data held by their employer and enclose a copy and description of the data held, for what purposes it has been used, who has seen it, how it was obtained, how long it will be kept for, and the employee's rights in relation to the data. There are also options to explain why data has been withheld. This template complies with GDPR and current data protection legislation.

Use this letter to inform the employee of the reason why the time to comply with the subject access request has been extended, in line with GDPR and current data protection legislation. Please note under the GDPR the time to comply can only be extended to three months from the date of receipt of the request.

This letter requests a medical report from an employee's doctor or specialist on an employee's current state of health and a prognosis of future health for a specified period. It must be accompanied by a signed medical consent form and by a copy of the employee’s job description.

It can be used for long term sickness absence, persistent short-term absence, and to enquire as to their general health. 

This policy gives details about how the organisation will handle a subject access request under the GDPR and in line with current data protection legislation.

The Freedom of Information Act gives a legal right for any person to ask an organisation within the public sector for access to information that it holds. This policy outlines the procedure to be followed when someone asks for information under the Act.

This form can be used by an employee to make a subject access request under the GDPR and current data protection legislation.

You can use this form to complete your HR data audit in line with GDPR and current data protection legislation. It enables you to review the life cycle of data that you process including the types of data, the reason for the processing, and the security measures you take.

You should use this form to keep an ongoing record of the HR data you process and the lawful basis on which it is processed. You should regularly review the information on this record and ensure it is fully up to date.

This policy outlines the Company's approach to protecting data in the workplace in accordance with GDPR and current data protection legislation, including data protection procedures, access to data,  disclosures and security of data, how the Company will notify a breach, training and the identification of officers responsible for data protection.

A privacy notice can be used as part of a data protection compliance system and explains how you use data in line with GDPR and current data protection legislation. This version is to be used for your employees; a separate version exists for job applicants.

A privacy notice can be used as part of a data protection compliance system and explains how you use data in line with GDPR and current data protection legislation. This version is to be used for your job applicants; a separate version exists for employees.

This form can be used when refreshing consent already obtained from employees  before the implementation of GDPR, where no other lawful basis applies. You must include the specific reasons for different data processing activities.   

This form can be used to obtain consent for processing data from new employees, where no other lawful basis applies, in compliance with GDPR and data protection legislation. You must include the specific reasons for different data processing activities. 

This consent form can be used to obtain consent from employees who leave your organisation for any data you wish to continue to process which does not fall under a separate lawful basis, in line with GDPR and data protection legislation.

This consent form can be used to obtain consent from unsuccessful job applicant whose data you may wish to keep on file in case other suitable job vacancies arise, in line with GDPR and current data protection legislation.

This policy includes the definition of a breach, allows for the inclusion of data breach detection methods, and sets out the circumstances where notification is needed, both to the supervisory authority and the individuals whose data was subject to a breach. This policy is in line with GDPR and current data protection legislation.

Under the GDPR and current data protection legislation, data subjects have many rights in relation to their data. This policy sets out those rights, and the criteria attached to exercising them.

Data subjects have the right to have their data deleted in certain situations. This form can be used by a data subject to request deletion. It requires the data subject to include their reason for the request, in line with GDPR and current data protection legislation.

Data subjects have the right to have the processing of their data restricted in certain situations. This form can be used by a data subject to request restriction. It requires the data subject to include their reason for the request, in line with GDPR and current data protection legislation.

Data subjects have the right to have their data rectified if it is inaccurate or incomplete. This form can be used by a data subject to request that data be rectified, in line with GDPR and current data protection legislation.

This policy, containing relevant references to GDPR and current data protection legislation, covers definitions, the law, transferring data, memory sticks, action to be taken if data goes missing and negligent transfer of data.

This policy, containing references to GDPR and current data protection legislation, outlines the Organisation's approach to monitoring in the workplace, including CCTV, email, internet, telephone and related data protection issues. The policy outlines the extent of monitoring in the workplace and states that the Organisation may use information gathered through employee monitoring as the basis for disciplinary action against employees. It also allows for identification of the Organisation's Data Protection Officer.

This agreement outlines that an employee agrees to keep secret and not at any time either during their employment or after its termination, use, communicate or reveal to any person for the employee’s or any other person’s benefit, any trade secret or confidential information concerning the business, finances or organisation of the Company or any associated company, their systems, techniques or know how of their suppliers or customers. The agreement clarifies the type of information which is considered to be secret and confidential. It also requires the individual to familiarise themselves with the provisions of data protection rules.

Data subjects have the right to object to the processing of their data in certain situations. This form can be used by a data subject to object to that processing and requires the data subject to include their reason for the request, in line with GDPR and current data protection legislation.

A privacy notice can be used as part of a data protection compliance system and explains how you use data in line with GDPR and current data protection legislation. This version is to be used for contractors whose services you engage.

You can insert this clause into any policy to draw the reader's attention to the fact that they will be required to process data in line with GDPR and current data protection legislation.

This policy gives details about how the organisation will retain HR personal data under the GDPR and in line with current data protection legislation. The policy includes a schedule of retention detailing the types of personal HR data and the retention period which applies to each type of data.

This letter should be sent to employees who have requested their data be erased under data protection law, with options for approving and rejecting this request. 

This policy sets out the organisation's stance on computer equipment security and clear desk policy.

This document can be used to identify how long HR data should be retained for. 

This checklist can be used when preparing for, and undertaking, a HR data audit.

A HR data record can be created following a HR data audit. This is a requirement for organisations with 250 or more employees.