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The Purpose for Processing and the Corresponding Lawful Bases.

Purpose for processing Lawful basis

a)

Recruitment and selection This processing is necessary to take steps at the applicant’s request to enter a contract of employment.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in fully assessing applications for employment to ensure that only suitable and appropriate candidates are both assessed and selected.  HRG considers that this is important to ensure that HRG identifies the right people for its business who will be able to contribute to its operations and culture.

HRG aims to recruit the best person for each vacancy through fair, systematic, effective recruitment and selection procedures. This will ensure that HRG continues to meet its business objectives, maintain its reputation and continues to attract high calibre employees.

 b) Appropriate vetting for recruitment and team allocation including, where relevant and appropriate credit checks, right to work verification, identity fraud checks, criminal record checks (if and to the extent permitted by applicable laws), relevant employment history, relevant regulatory status and professional qualifications; This processing is necessary for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its business operations in the most effective way.  HRG needs to make decisions relating to the future of its business in order to preserve its business operations or grow its business.  These interests include the interests of the workforce as a whole and the HRG customer base.

HRG considers business transformation to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 c) Providing and administering remuneration, benefits and incentive schemes and reimbursement of business costs and expenses and making appropriate tax and social security deductions and contributions; This processing is necessary to perform the contract between you and HRG.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  This includes ensuring that employees are properly remunerated and that this remuneration is set an appropriate level and  undertaking normal business operations.

HRG considers effective employee management to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 d) Allocating and managing duties and responsibilities and the business activities to which they relate, including business travel; This processing is necessary to perform the contract between you and HRG.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  This includes ensuring that each employee undertakes appropriate duties, are properly trained and undertake their roles correctly and in accordance with appropriate procedures and  undertaking normal business operations.

HRG considers effective employee management to support its long-term business goals and outcomes.  HRG wishes to maintain its world class reputation and continue to attract high calibre employees.

 e) Identifying and communicating effectively with staff; This processing is necessary to perform the contract between you and HRG.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  This includes undertaking normal business operations and maintain a dialogue with employees.

HRG considers effective employee management to support its long-term business goals and outcomes.  

 f) Managing and operating appraisal, conduct, performance, capability, absence and grievance related reviews, allegations, complaints, investigations and processes and other informal and formal HR processes and making related management decisions; This processing is necessary to perform the contract between you and HRG and for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  This includes ensuring that each employee undertakes appropriate duties, are properly trained and undertake their roles correctly and in accordance with appropriate procedures.  It also includes addressing employee related concerns and issues and resolving the same and complying with applicable laws and regulations.

HRG considers effective employee management to support its long-term business goals and outcomes.  

 g) Training, development, promotion, career and succession planning and business contingency planning; This processing is necessary to perform the contract between you and HRG.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  This includes ensuring that each employee undertakes appropriate duties, are properly trained and undertake their roles correctly and in accordance with appropriate procedures.

HRG considers effective employee management to support its long-term business goals and outcomes.  

 h) Consultations or negotiations with representatives of staff; This processing is necessary for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  This includes undertaking normal business operations and maintain a dialogue with employees and complying with applicable laws and regulations.

HRG considers effective employee management to support its long-term business goals and outcomes.  HRG wishes to maintain its world class reputation and continue to attract high calibre employees.

 i) Conducting surveys for benchmarking and identifying improved ways of working and employee relations and engagement at work (these will often be anonymous but may include profiling data such as age to support analysis of results); This processing is necessary for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  This includes ensuring that each employee undertakes appropriate duties, are properly trained and undertake their roles correctly and in accordance with appropriate procedures; undertaking normal business operations and maintain a dialogue with employees; ensuring that employees are properly remunerated and that this remuneration is set an appropriate level; and complying with applicable laws and regulations.

HRG considers effective employee management to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 j) Processing information about absence or medical information regarding physical or mental health or condition in order to: assess eligibility for incapacity or permanent disability related remuneration or benefits; determine fitness for work; facilitate a return to work; make adjustments or accommodations to duties or the workplace;  make management decisions regarding employment or engagement or continued employment or engagement or redeployment; and conduct related management processes; This processing is necessary for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  This includes ensuring that each employee undertakes appropriate duties, are properly trained and undertake their roles correctly and in accordance with appropriate procedures and managing employee absence and leave entitlements.;

This also includes undertaking normal business operations and maintain a dialogue with employees and complying with applicable laws and regulations.

HRG considers effective employee management to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 k) For planning, managing and carrying out restructuring or redundancies  or other change programmes including appropriate consultation, selection, alternative employment searches and related management decisions; This processing is necessary for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its business operations in the most effective way.  HRG needs to make decisions relating to the future of its business in order to preserve its business operations or grow its business.  These interests include the interests of the workforce as a whole and the HRG customer base.

HRG considers business transformation to support its long-term business goals and outcomes.  HRG wishes to maintain its world class reputation and continue to attract high calibre employees.

 l) Complying with reference requests where HRG is named by the individual as a referee; HRG considers that it is in the legitimate interests of a new employer to receive confirmation of employment details from HRG for the purposes of confirming the former employee’s employment history.
 m) Operating email, IT, internet, social media, HR related and other company policies and procedures. To the extent permitted by applicable laws, HRG carries out monitoring of HRG’s IT systems to protect and maintain the integrity of HRG’s IT systems and infrastructure; to ensure compliance with HRG’s IT policies and to locate information through searches where needed for a legitimate business purpose; This processing is necessary to perform the contract between you and HRG and for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  The HR IT function is essential to ensuring that this can be carried out in the most effective way. This includes maintaining the integrity and security of data and facilitating records management.

HRG considers effective IT management to support its long-term business goals and outcomes.  HRG wishes to maintain its world class reputation and continue to attract high calibre employees.

 n) Satisfying its regulatory obligations to supervise the persons employed or appointed by it to conduct business on its behalf, including preventing, detecting and investigating a wide range of activities and behaviours, whether relating to specific business dealings or to the workplace generally and liaising with regulatory authorities; This processing is necessary for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in ensuring that its business, clients, employees and systems are protected.  This includes detecting and preventing crimes or criminal activity; ensuring that only appropriate employees are engaged in our business; and ensuring compliance with requirements placed upon us (both by EU and non-EU laws).

HRG considers effective business protection to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 o) Protecting the private, confidential and proprietary information of HRG, its employees, its clients and third parties; This processing is necessary for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in ensuring that its business, clients, employees and systems are protected. This includes protecting our assets and the integrity of our systems; and detecting and preventing  loss of our confidential information and proprietary information.

HRG considers effective business protection to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 p) Complying with applicable laws and regulation (for example maternity or parental leave legislation, working time and health and safety legislation, taxation rules, worker consultation requirements, other employment laws and regulation to which HRG is subject in the conduct of its business); This processing is necessary for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  This includes ensuring that each employee undertakes appropriate duties, are properly trained and undertake their roles correctly and in accordance with appropriate procedures.  It is also necessary to undertake normal business operations and maintain a dialogue with employees and comply with applicable laws and regulations.

HRG considers effective employee management to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 q) Monitoring programmes to ensure equality of opportunity and diversity with regard to personal characteristics protected under applicable anti-discrimination laws; This processing is necessary for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has legitimate interests in ensuring that it takes action to prevent discrimination and promote an inclusive and diverse workplace.

HRG considers effective equality and diversity to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 r) Planning, due diligence and implementation in relation to a commercial transaction or service transfer involving HRG that impacts on your relationship with HRG for example mergers and acquisitions or a transfer of your employment under applicable automatic transfer rules; This processing is necessary for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its business operations in the most effective way.  HRG needs to make decisions relating to the future of its business in order to preserve its business operations or grow its business.  These interests include the interests of the workforce as a whole and the HRG customer base.

HRG considers business transformation to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 s) For business operational and reporting documentation such as the preparation of annual reports or tenders for work or client team records including the use of photographic images; This processing is necessary to perform the contract between you and HRG.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  This includes ensuring that each employee undertakes appropriate duties and undertaking normal business operations.

HRG considers effective employee management to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 t) To operate the relationship with third party customer and suppliers including the disclosure of relevant vetting information in line with the appropriate requirements of  customers to those customers, contact or professional CV details or photographic images for identification to clients or disclosure of information to data processors for the provision of services to HRG; This processing is necessary to perform the contract between you and HRG.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  This includes ensuring that each employee undertakes appropriate duties and undertaking normal business operations.

HRG considers effective employee management to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 u) Where relevant for publishing appropriate internal or external communications or publicity material including via social media in appropriate circumstances; This processing is necessary to perform the contract between you and HRG.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  This includes ensuring that each employee undertakes appropriate duties and undertaking normal business operations.

HRG considers effective employee management to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 v) To support HR administration and management and maintaining and processing general records necessary to manage the employment, worker or other relationship and operate the contract of employment or engagement; This processing is necessary to perform the contract between you and HRG and for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  This includes ensuring that each employee undertakes appropriate duties, are properly trained and undertake their roles correctly and in accordance with appropriate procedures; managing employee absence and leave entitlements; undertaking normal business operations; maintaining a dialogue with employees; and complying with applicable laws and regulations.

HRG considers effective employee management to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 w) To change access permissions; This processing is necessary to perform the contract between you and HRG and for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  The HR IT function is essential to ensuring that this can be carried out in the most effective way. This includes complying with HRG policies and access controls.

HRG considers effective IT management to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 x) To provide technical support and maintenance for HR information systems; This processing is necessary to perform the contract between you and HRG and for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in managing its workforce and operating its business.  The HR IT function is essential to ensuring that this can be carried out in the most effective way. This includes maintaining the integrity and security of data and facilitating records management.

HRG considers effective IT management to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 y) To enforce our legal rights and obligations, and for any purposes in connection with any legal claims made by, against or otherwise involving you; This processing is necessary to perform the contract between you and HRG and for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in protecting its organisation from breaches of legal obligations owed to it and to defend itself from litigation.  This is needed to ensure that the company’s legal rights and interests are managed appropriately.

HRG considers legal compliance and managing legal rights to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.

 z) To comply with lawful requests by public authorities (including without limitation to meet national security or law enforcement requirements), discovery requests, or where otherwise required or permitted by applicable laws, court orders, government regulations, or regulatory authorities (including without limitation data protection, tax and employment), whether within or outside your country; This processing is necessary to perform the contract between you and HRG and for the compliance with legal obligations to which HRG is subject.

This processing is also necessary for the purpose of the legitimate interests pursued by HRG.

HRG considers that it has a legitimate interest in ensuring that it complies with all legal requirements placed on it, whether those are EU obligations or non-EU obligations.  HRG wishes to maintain its reputation as a good corporate citizen and to act appropriately in all the countries in which it does business. This includes cooperating with authorities and government bodies.  Indeed, HRG is required to comply with laws and regulations in those countries in which it does business and to require otherwise would lead to conflicts of laws issues.

HRG considers legal compliance and managing legal rights to support its long-term business goals and outcomes.  HRG wishes to maintain its reputation and continue to attract high calibre employees.