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A fast, economical and secure way to respond to employee DSARs in the UK, in accordance with data protection laws.

Processing employee data subject access requests (DSARs) can be costly and time consuming, particularly for large businesses that receive them on a regular basis.

DSAResolution is the complete solution to your employee DSAR requests, combining the latest technology with specialist legal expertise. Our risk-rated system offers a highly efficient approach that is compliant with data protection laws, while offering full value for money.

DSAResolution substantially reduces the time, expense and resource burden of responding to your employee DSARs so you can focus on your core business operations.

Technology – Sophisticated e-discovery software, custom designed so you do not have to spend a fortune overhauling your systems or implementing costly document review platforms.

Value – Risk-rated system maximises cost savings.

Legal expertise – Fully backed by our team of data privacy and employment law experts, who will help you to identify and advise you on any issues of concern connected to a litigation, HR or data protection matter before the Information Commissioner’s Office (ICO).

Data Subject Access Requests

The General Data Protection Regulation (GDPR) grants an individual the right to make a DSAR in order to find out what data is being processed about them and to correct it if it is wrong. However, DSARs are now being used increasingly by employees and their advisers to support a grievance, in response to a disciplinary or performance improvement process, or to support a tribunal claim.

An Increasing Trend

Employers have been receiving an increasing number of employee DSARs. Responding to these types of request can be an extremely time-consuming – and, in some cases, a complex – exercise. An employee can ask their employer to provide them with a copy of all of their personal data processed about them, which could include emails, documents, call recordings, CCTV footage and so on.

Time – In some cases, thousands of emails and records must be reviewed to assess whether they can be disclosed. This can take up considerable time and management resources, particularly in assessing whether the third-party data contained in them should be disclosed.

Expense and internal resources – Specialist software enables efficient processing but requires significant financial outlay, as well as implementation time.

Legal position – Employers will need legal advice to help red flag issues relating to third-party personal data, commercially sensitive data and data that is subject to legal privilege, as well as on issues relating to a tribunal claim.

Employers generally have only one month to respond to a DSAR, including providing the employee with a copy of their data. If the employer fails to do so, it may trigger a complaint to the ICO, asserting a breach of data protection laws. This, in turn, could lead to unwanted attention from the ICO, including an investigation and possible enforcement action, such as fines.

Access a recording of our recent webinar, Get Ready for the Surge: Avoiding the Costs and Pitfalls of Employee DSARs. Our blog series on DSARs is also available to view online.