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GDPR training & information. GDPR courses for payroll industry professionals | CIPP

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GDPR training & information. GDPR courses for payroll industry professionals | CIPP My CIPP Policy hub Continuing professional minutiae (CPD) News and publications Join CIPPWell-nighCIPP Chartered membership Training courses Qualifications ContactIncreasinglyConsult Payroll compliance Financial education Payroll resources Jobs in payroll Events GDPR for payroll Search Homepage GDPR for payroll Share GDPR for payroll 25 May 2018 will see the General Data Protection Regulation (GDPR) come into force, and it's important you're ready. The Chartered Institute of Payroll Professions provides comprehensive training. Learn increasingly unelevated well-nigh GDPR, and well-nigh our GDPR training courses and resources. The changes that we will see introduced as part of GDPR are largely based on how personal data is managed, and as payroll is a key data processor in an organisation, there will be the need to transmute to a new way of working to ensure compliance.Unelevatedare some of the key changes your payroll teams will need to be enlightened of: Consent Consent is one of several understructure for processing data under GDPR.  It requires an informed visualization on the employee's behalf for data to be held, processed and analysed by the payroll department.  Employees can withdraw their consent for unrepealable data to be used at any time, however, as payroll requires unrepealable personal data in order to process payroll and report to HMRC, consent is not the most important understructure under GDPR for payroll professionals. Legal obligation, which is flipside understructure for processing personal data, could be used instead for processing employee data as it’s workable to situations where you (the employer/organisation) are obliged to process the personal data to comply with the law. The examples given on the ICO website cite the pursuit scenarios, which are workable to payroll: Example An employer needs to process personal data to comply with its legal obligation to unroll employee salary details to HMRC. The employer can point to the HMRC website where the requirements are set out to demonstrate this obligation. In this situation, it is not necessary to cite each specific piece of legislation. Example A magistrate order may require you to process personal data for a particular purpose and this moreover qualifies as a legal obligation. Enhanced wangle rights Employees have enhanced rights to wangle their data, have it corrected or deleted. Unless self-service is misogynist in your organisation, this task will sit with payroll. In the current Data Protection Act, employees and ex-employees can request to see what information is held well-nigh them. This remains similar under GDPR however the period in which the data processor (payroll) must respond has been reduced to 40 days. Payroll teams must have a way to hands pericope personal data to meet the timeframe. This might sound performable if all your personal data is held in one centralised system, but if your organisation is using multiple systems or you are still relying on Excel spreadsheets or paper-based documents, then this task will be tricky and time-consuming. DataViolateWhen personal data has been lost or compromised, the violate must be reported to the Information Commissioner within 72 hours and all employees impacted must be notified. As the personal data sits within payroll, it is likely that the process of reporting the violate and notifying employees will sit with payroll. All businesses operating in the UK hold information well-nigh individuals (whether they be employees, customers or anyone else) and so are unauthentic by data protection laws. Since failure to comply with requirements can result in regulatory whoopee and criminal as well as starchy liability, no organisation can sire to ignore the issue of data protection. In addition, the General Data Protection Regulation (GDPR), which builds on the existing DPA legislation introduces some substantial new aspects, including for example that fines for non-compliance can be an eye-watering €20m or 4% of yearly group turnover! (Brexit is not an escape clause – the GDPR comes into full effect UK in May 2018, when the UK will still be in the EU). And, there is moreover a new Privacy Regulation to come into gravity in the same timescale. GDPR training, courses and resources To help you cope with this, the GDPR training and resources can be of goody to anyone working within data protection, information security and privacy. It is particularly useful for those working as or aspiring to be Data Protection Officers (DPO) as the courses provide essential knowledge of the cadre legislation and weightier practices. Data protection training enables you to learn well-nigh the Data Protection Act and other key legislation such as GDPR, which in turn provides the foundations to ensure your organisation is fully compliant. Our Data Protection courses can moreover be of value for those working in payroll and human resources, where an understanding of the law will help to provide conviction and inform visualization making. Our GDPR undertow includes comprehensive training on the incoming EU General Data Protection Regulation (GDPR) that will be in place from 25 May 2018. How can the CIPP help?  Moreoverof interest CIPP Membership Membership of the CIPP offers many benefits to help whop your career in payroll, pension and rewards. News Regular news and updates on all things payroll, pensions and reward. The CIPP in numbers 50+ Training courses tent a wide variety of payroll, pensions and reward topics* 1 Voted number one weightier UK Association by The Association Excellence Awards 100 One of the top 100 not for profit organisations to work for in the UK 9.5k+ People benefitting from CIPP membership* CIPP, Goldfinger House 245 Cranmore Boulevard Shirley, Solihull, B90 4ZL Tel: +44 (0) 121 712 1000 Fax: +44 (0) 121 712 1001 Useful linksWell-nighUs Qualifications Payroll training courses Events Terms and conditions Privacy and cookie policy Royal Charter Disclaimer Payroll compliance Consult Copyright © 2018 The Chartered Institute of Payroll Professionals (CIPP) Web diamond by Pixl8