by Greg Meyers on March 8, 2018
2 min read
Does your HR tech partner comply with the General Data Protection Regulation (GDPR)? It’s not too soon to talk with your HR tech partners about steps they’re taking to ensure they comply with the GDPR.
On May 25, 2018 data security in the European Union (EU) gets an upgrade as new regulations for data protection take effect. HR leaders and TA teams in Europe and globally will feel the impact since the EU General Data Protection Regulation (GDPR) has implications for all businesses that process data of EU citizens. It’s not too soon to talk with your HR tech partners about steps they’re taking to comply with the GDPR.
A primary aim of the GDPR is giving control over personal data back to EU citizens. It also unifies data protection regulation within the EU, making it easier for international businesses to remain in compliance. GDPR extends the scope of EU data protection law to all foreign companies that process data of EU residents, and it has teeth: Non-compliance comes with severe penalties of up to 4% of global revenue. By the May 25 effective date, companies will have had about two years to transition into compliance with the GDPR’s strict standards. If your HR tech vendors do business in the EU, here’s what you should be asking about data privacy in their product design and their data process lifecycle:
Some companies like Montage have been working closely with their EU clients to ensure compliance by the effective date. Find out if your HR tech vendor is ahead of the curve, on track, or likely to suffer penalties which could eventually impact your organization.
Finally, ask about your HR tech vendor’s plans for employee training. As with any change to internal policies and procedures, training and change management are vital. Talk with your vendor about their plan to ensure their employees understand GDPR requirements and are ready to participate fully in their organization’s efforts to protect user data.