Much has happened since the European Union (EU) General Data
Protection Regulation (GDPR) went into effect on May 25, 2018. Many
EU countries have enacted national legislation to implement and
expand the requirements of the GDPR, while other developments have
directly affected employers and created new obligations regarding
the collection and processing of human resources (HR)
data.
This is the final article in a four-part series that has
examined the national legislation, opinions, and guidelines that
have been enacted or issued clarifying the GDPR's requirements.
Part one addressed threshold issues of GDPR coverage.
Part two focused on additional data protection requirements
imposed by individual EU Member States implementing the GDPR.
Part three analyzed the criteria for conducting
required data protection impact assessments of processing
activities.
