Data Subject Access Requests (DSAR’s)
Gemma Willis 29th August 2019
DSAR – who has right of way?
We are finding that more clients are receiving Data Subject Access Requests (DSAR’s) from their employees, particularly if there is a potential dispute that has arisen or if the employee is going through a disciplinary, grievance, performance management or redundancy process.
Not only a time consuming and costly process for employers; it also runs the risk of you having to disclose information which may cause you difficulty, particularly in the event that you have an ongoing claim and something has been written that could jeopardise your defence.
To help you deal with DSAR’s we have set out a few top tips to follow when responding:
What constitutes a DSAR?
A DSAR can be made in writing or verbally.
What information needs to be provided?
Depending on the nature of the request, you may find yourself having several thousand search results, which you may or may not be able to narrow down.
Do you need to disclose data on personal messages/WhatsApp groups etc?
You should consider each case individually but be aware that personal emails/messages may also be disclosable if they are used for work purposes.
How long do you have to respond to a DSAR?
You are required to respond without undue delay and at least within one month of the information being requested.
If you would like to find out more or have received a DSAR and are unsure how to respond, get in touch at firstname.lastname@example.org or give us a call on 01252 816644.