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It’s no longer sufficient that employees consent to use of their employment-related (HR) data. To do analytics, machine learning or artificial intelligence using employment-related (HR) data, your company must comply with new regulations.

Thankfully, BigPrivacy® preserves and even increases your ability to use employment-related (HR) data.


GDPR Facts​
  • The GDPR imposes new restrictions on processing employment-related (HR) data.
  • GDPR processing obligations and liabilities apply to both:
    • Employers processing personal data of EU employees; and
    • HR service providers processing personal data on behalf of employer customers.
  • Penalties of up to 4% of global gross revenues of HR service providers, plus 4% of global gross revenues of customers of HR service providers are possible.
  • Employers and HR service providers can be liable for failures of one another to comply with processing restrictions due to GDPR joint and several liability provisions.
  • The imbalance of power between employees and employers means “consent” of employees to process employment-related (HR) data is no longer enough.
  • Companies are forced to deploy unprecedented new technical measures to have a legitimate “legal” interest in processing employment-related (HR) data.
BigPrivacy Benefits​

Data Analytics | Data Sovereignty | Employment-Related (HR) | Health-Related Data
Cloud Computing | Digital Advertising | Shortcomings of Old Technology | IoT

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