Employment Rights Act 2025 affects Data Protection Act 2018 provisions

Original title: Employment Rights Act 2025 effect on Data Protection Act 2018

The Employment Rights Act 2025 introduces changes to how the Data Protection Act 2018 applies in employment contexts. These amendments clarify worker rights under UK GDPR and the DPA 2018, particularly regarding automated decision-making, profiling, and data subject rights in employment relationships. Organisations must review their data processing practices for employees and workers to ensure compliance with the updated legal framework.

What changed

• The Employment Rights Act 2025 modifies provisions of the Data Protection Act 2018 that relate to employment relationships and worker data rights
• Changes affect how UK GDPR principles apply to employee and worker data processing, particularly regarding lawful basis and special category data in employment contexts
• Updates clarify worker rights to object to automated decision-making and profiling used for employment-related decisions
• Amendments address data subject rights and remedies available to workers under the DPA 2018 as modified by the 2025 Act

Who is affected

Organisations in the UK that process employee and worker data, particularly those using automated decision-making or profiling for recruitment, performance management, or other employment decisions. All employers must ensure compliance with updated DPA 2018 provisions.

Summary generated by a language model; the official text prevails. Not legal advice.