Care2Recruit Data Retention Policy
Version 1.0 – August 2020
This Policy sets out the obligations of Care2 Recruit Limited and Care2 Recruit Temps Limited, (“the Company”) regarding retention of personal data collected, held, and processed by the Company in accordance with EU Regulation 2016/679 General Data Protection Regulation (“GDPR”).
The GDPR defines “personal data” as any information relating to an identified or identifiable natural person (a “data subject”). An identifiable natural person is one who can be identified, directly or indirectly, in particular by reference to an identifier such as a name, an identification number, location data, an online identifier, or to one or more factors specific to the physical, physiological, genetic, mental, economic, cultural, or social identity of that natural person.
The GDPR also addresses “special category” personal data (also known as “sensitive” personal data). Such data includes, but is not necessarily limited to, data concerning the data subject’s race, ethnicity, politics, religion, trade union membership, genetics, biometrics (if used for ID purposes), health, sex life, or sexual orientation.
Under the GDPR, personal data shall be kept in a form which permits the identification of data subjects for no longer than is necessary for the purposes for which the personal data is processed. In certain cases, personal data may be stored for longer periods where that data is to be processed for archiving purposes that are in the public interest, for scientific or historical research, or for statistical purposes (subject to the implementation of the appropriate technical and organisational measures required by the GDPR to protect that data).
In addition, the GDPR includes the right to erasure or “the right to be forgotten”. Data subjects have the right to have their personal data erased (and to prevent the processing of that personal data) in the following circumstances:
Where the personal data is no longer required for the purpose for which it was originally collected or processed (see above).
When the data subject withdraws their consent.
When the data subject objects to the processing of their personal data and the Company has no overriding legitimate interest.
When the personal data is processed unlawfully (i.e. in breach of the GDPR).
When the personal data has to be erased to comply with a legal obligation or
Where the personal data is processed for the provision of information for services to a child.
This Policy sets out the type(s) of personal data held by the Company for the purpose of carrying out the role of an employment agency and employment business, the period(s) for which that personal data is to be retained, the criteria for establishing and reviewing such period(s), and when and how it is to be deleted or otherwise disposed of.
For further information on other aspects of data protection and compliance with the GDPR, please refer to the Company’s Data Protection Policy.
Aims and Objectives
The primary aim of this Policy is to set out limits for the retention of personal data and to ensure that those limits, as well as further data subject rights to erasure, are complied with. By extension, this Policy aims to ensure that the Company complies fully with its obligations and the rights of data subjects under the GDPR.
In addition to safeguarding the rights of data subjects under the GDPR, by ensuring that excessive amounts of data are not retained by the Company, this Policy also aims to improve the speed and efficiency of managing data.
This Policy applies to all personal data held by the Company.
Personal data, as held by the above is stored in the following ways and in the following locations:
Laptop computers and other mobile devices provided by and owned by the Company for use by its employees.
Physical records stored in Unit 4a Shrub Hill Industrial Estate, Shrub Hill, Worcester, WR4 9EL
Email data stored in the cloud by Microsoft Office 365.
Data Subject Rights and Data Integrity
All personal data held by the Company is held in accordance with the requirements of the GDPR and data subjects’ rights thereunder, as set out in the Company’s Data Protection Policy.
Data subjects are kept fully informed of their rights, of what personal data the Company holds about them, how that personal data is used, and how long the Company will hold that personal data (or, if no fixed retention period can be determined, the criteria by which the retention of the data will be determined).
Data subjects are given control over their personal data held by the Company including the right to have incorrect data rectified, the right to request that their personal data be deleted or otherwise disposed of (notwithstanding the retention periods otherwise set by this Data Retention Policy), the right to restrict the Company’s use of their personal data, and further rights relating to automated decision-making and profiling.
Technical and Organisational Data Security Measures
The following technical measures are in place within the Company to protect the security of personal data. Please refer to the Company’s Data Protection Policy for further details:
All emails containing personal data must be encrypted.
All emails containing personal data must be marked “confidential”. c) Personal data may only be transmitted over secure networks.
Personal data may not be transmitted over a wireless network if there is a reasonable wired alternative.
Personal data contained in the body of an email, whether sent or received, should be copied from the body of that email and stored securely. The email itself and associated temporary files should be deleted.
Where personal data is to be sent by facsimile transmission the recipient should be informed in advance and should be waiting to receive it.
Where personal data is to be transferred in hardcopy form, it should be passed directly to the recipient.
All personal data transferred physically should be transferred in a suitable container marked “confidential”.
No personal data may be shared informally and if access is required to any personal data, such access should be formally requested from the Compliance Manager.
All hardcopies of personal data, along with any electronic copies stored on physical media should be stored securely.
No personal data may be transferred to any employees, agents, contractors, or other parties, whether such parties are working on behalf of the Company or not, without authorisation.
Personal data must be handled with care at all times and should not be left unattended or on view.
Computers used to view personal data must always be locked before being left unattended.
No personal data should be stored on any mobile device, whether such device belongs to the Company or otherwise without the formal written approval of the Compliance Manager and then strictly in accordance with all instructions and limitations described at the time the approval is given, and for no longer than is absolutely necessary.
No personal data should be transferred to any device personally belonging to an employee and personal data may only be transferred to devices belonging to agents, contractors, or other parties working on behalf of the
Company where the party in question has agreed to comply fully with the Company’s Data Protection Policy and the GDPR.
All personal data stored electronically should be backed up daily with backups stored onsite and offsite. All backups should be encrypted.
All electronic copies of personal data should be stored securely using passwords and encryption.
All passwords used to protect personal data should be changed regularly and must be secure.
Under no circumstances should any passwords be written down or shared. If a password is forgotten, it must be reset using the applicable method. IT staff do not have access to passwords.
All software should be kept up to date. Security-related updates should be installed.
No software may be installed on any Company-owned computer or device without approval and
Where personal data held by the Company is used for marketing purposes, it shall be the responsibility of the Compliance Manager to ensure that the appropriate consent is obtained and that no data subjects have opted out, whether directly or via a third-party service such as the TPS.
The following organisational measures are in place within the Company to protect the security of personal data. Please refer to the Company’s Data Protection Policy for further details:
All employees and other parties working on behalf of the Company shall be made fully aware of both their individual responsibilities and the Company’s responsibilities under the GDPR and under the Company’s Data Protection Policy.
Only employees and other parties working on behalf of the Company that need access to, and use of, personal data in order to perform their work shall have access to personal data held by the Company.
All employees and other parties working on behalf of the Company handling personal data will be appropriately trained to do so.
All employees and other parties working on behalf of the Company handling personal data will be appropriately supervised.
All employees and other parties working on behalf of the Company handling personal data should exercise care and caution when discussing any work relating to personal data at all times.
Methods of collecting, holding, and processing personal data shall be regularly evaluated and reviewed.
The performance of those employees and other parties working on behalf of the Company handling personal data shall be regularly evaluated and reviewed.
All employees and other parties working on behalf of the Company handling personal data will be bound by contract to comply with the GDPR and the Company’s Data Protection Policy.
All agents, contractors, or other parties working on behalf of the Company handling personal data must ensure that any and all relevant employees are held to the same conditions as those relevant employees of the Company arising out of the GDPR and the Company’s Data Protection Policy.
Where any agent, contractor or other party working on behalf of the Company handling personal data fails in their obligations under the GDPR and/or the Company’s Data Protection Policy, that party shall indemnify and hold harmless the Company against any costs, liability, damages, loss, claims or proceedings which may arise out of that failure.
Upon the expiry of the data retention periods set out below in Part 7 of this Policy, or when a data subject exercises their right to have their personal data erased, personal data shall be deleted, destroyed, or otherwise disposed of as follows:
Personal data stored electronically (including any and all backups thereof) shall be deleted.
Special category personal data stored electronically including any and all backups thereof) shall be deleted.
Personal data stored in hardcopy form shall be shredded and recycled using a professional document recycling service offsite.
Special category personal data stored in hardcopy form shall be shredded and recycled using a professional document recycling service offsite.
As stated above, and as required by law, the Company shall not retain any personal data for any longer than is necessary for the purpose(s) for which that data is collected, held, and processed.
Different types of personal data, used for different purposes, will necessarily be retained for different periods (and its retention periodically reviewed), as set out below.
When establishing and/or reviewing retention periods, the following shall be taken into account:
The objectives and requirements of the Company.
The type of personal data in question.
The purpose(s) for which the data in question is collected, held, and processed.
The Company’s legal basis for collecting, holding, and processing that data.
The category or categories of data subject to whom the data relates.
If a precise retention period cannot be fixed for a particular type of data, criteria shall be established by which the retention of the data will be determined, thereby ensuring that the data in question, and the retention of that data, can be regularly reviewed against those criteria.
Notwithstanding the following defined retention periods, certain personal data may be deleted or otherwise disposed of prior to the expiry of its defined retention period where a decision is made within the Company to do so (whether in response to a request by a data subject or otherwise).
Implementation of Policy
The Data Protection Officer shall be responsible for overseeing the implementation of this Policy and for monitoring compliance with this Policy, the Company’s other Data Protection-related policies (including, but not limited to, its Data Protection Policy), and with the GDPR and other applicable data protection legislation.
The Data Protection Officer shall be directly responsible for ensuring compliance with the above data retention periods throughout the Company;
Any questions regarding this Policy, the retention of personal data, or any other aspect of GDPR compliance should be referred to the Data Protection Officer.
This Policy shall be deemed effective as of 18th August 2020. No part of this Policy shall have retroactive Roles and Responsibilities. The Company’s Data Protection Officer is: Arshad Mahmood, Owner/Director
This Policy has been approved and authorised by:
Name: Arshad Mahmood
Position: Owner/ Director
Date: 18th August 2020
Due for Review by: 17th August 2021
Type of Data
Purpose of Data
Retention Period or
Overview of relevant
experience for candidates
12 Months if
candidate is not
placed. Alternatively this is kept on
candidate file if they
To procure all contact
information for prospective candidates, including address, contact details and any such information regarding
convictions. To also agree to data privacy and retention
12 Months if
candidate is not
Alternatively this is
kept on candidate file if they are placed
To collate or legally required documentation to ensure a candidate can go out to work on an assignment.
This includes right to work documentation, address
information, DBS check results, qualifications
12 Months if no
assignment has taken place. 6 years if the
candidate has undertaken assignments for the
To obtain candidate suitability in form of previous
12 months if not placed in a role, 6 years from end of active assignments
Online Payroll System
To record all candidate, client and placement
information relating to
temporary and permanent assignments that are
undertaken, including bank details and pay / charges
6 years from end
of active assignments
CRM System records
To record and hold all
names and contact details for prospective candidates and candidates placed in assignments. To also record and hold all names and contact details for clients we provide services to.
6 Years if candidates are placed in
assignments. 2 years if candidates have a) not been placed into
assignments, b) not engaged with the
agency to discuss work finding services or c) have requested
removal of their details
It is deemed a legitimate business interest to hold the details of candidates and clients who have approached us for work finding services. A period of 2 years of no contact between the contact and the agency is deemed the time period to erase data.
Business communication to all relevant parties including candidates, clients,
business partners and
2 Years unless it relates to a placement or
employment that has taken place in which case 6 years
All contractual, payroll and performance information relating to company
employees, to include
disciplinary or grievance action that may be taken
Contracts and agreements, invoices and
suppliers to Care2Recruit Limited
3 Years since lapsed
Invoices, Payslips, Payroll