How the Employer Will Use Information About the Employee Clause Samples

How the Employer Will Use Information About the Employee. The employer will only use the employee’s personal information when the law allows the employer to. Most commonly, the employer will use the employee’s personal information in the following circumstances: 1. Where the employer needs to perform the contract it has entered into with the employee. 2. Where the employer needs to comply with a legal obligation. 3. Where it is necessary for the employer’s legitimate interests (or those of a third party) and the employee’s interests and fundamental rights do not override those interests. The employer may also use the employee’s personal information in the following situations, which are likely to be rare: 1. Where the employer needs to protect the employee’s interests (or someone else’s interests). 2. Where it is needed in the public interest or for official purposes. Situations in which the employer will use the employee’s personal information The employer needs all the categories of information in the list above primarily to allow it to perform its contract with the employee and to enable it to comply with legal obligations. In some cases the employer may use the employee’s personal information to pursue legitimate interests of its own or those of third parties, provided the employee’s interests and fundamental rights do not override those interests. The situations in which the employer will process the employee’s personal information are listed below. 1. Making a decision about the employee’s recruitment or appointment. 2. Determining the terms on which the employee works for the employer. 3. Checking the employee is legally entitled to work in the UK. 4. Paying the employee and deducting tax and National Insurance contributions (NICs). 5. Enrolling the employee in a pension arrangement in accordance with the employer’s statutory automatic enrolment duties. 6. Administering the contract the employer has entered into with the employee. 7. Business management and planning, including accounting and auditing. 8. Conducting performance reviews, managing performance and determining performance requirements. 9. Making decisions about salary reviews and compensation. 10. Assessing qualifications for a particular job or task, including decisions about promotions. 11. Gathering evidence for possible grievance or disciplinary hearings. 12. Making decisions about the employee’s continued employment or engagement. 13. Making arrangements for the termination of the employer and employee’s working relationship. 14. Education, t...
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  • What Will Happen After We Receive Your Letter When we receive your letter, we must do two things: