From the outset of the recruitment process, employers will ask you to share a lot of personal data to enable them to contact you and assess your suitability for a role.
It has become common practice for employers to ask prospective employees about their criminal convictions and many will also carry out formal criminal record checks.
But, what should you do if you’ve given this information to an employer and your application is unsuccessful?
The information you’ve disclosed is extremely sensitive and personal and you should expect that an employer will handle your personal information responsibly and in line with the law and good practice. However, to be sure that an organisation is not holding onto your information unlawfully, you have the right to ask that an organisation deletes all information they hold about you. This is officially referred to as ‘the right to erasure’.
GDPR significantly strengthens the rights you have over the processing of your personal data and we’d recommend that you use it to your advantage by always requesting that an organisation delete your personal data if an application you’ve made for a job is unsuccessful.
For more information
Learn more about this topic
- Four bills currently going through parliament – and what they could mean for you
- Double your impact this week with the Big Give
- The Autumn Statement 2023 is a missed opportunity to support people with criminal records
- New research highlights discrimination against people with criminal records in labour market
- We’re hiring! Communications and Digital Manager (maternity cover)
Most popular articles from Unlock
- Call for evidence: DBS checks which reveal trans/gender history because of gender-specific offences committed in the past
- ‘Double discrimination?’ report published
- BBC Rip of Britain piece on insurance and convictions
- New report highlights potentially hundreds of unlawful criminal record checks by employers each year
- Some examples of people we’ve helped