The Changing Regulatory
Environment for HR Data

The biggest change to data protection in 3 decades

On 25th May 2018, the European General Data Protection Regulation (GDPR) will take effect. This will impact the way personal data is managed and processed by employers and their HR departments. Non-compliance costs and risks will be significant so companies need to make sure they understand and respond to regulatory changes as they take place. According to a HCM survey conducted by IDC in 2016, 33% of HR leaders are concerned about Data Privacy and GDPR.
Are you ready to respond to the new regulatory change?

Having an expert on board is essential

Employers cannot completely eliminate risk, but choosing a credible HRO provider is a good step towards this goal.
IDC believes that many companies will look to cloud services, outsourced HR data processing and other functions in order to reduce risk, ensure consistent data protection and comply with legal obligations.
However, according to IDC, there are few HRO providers that are able to achieve efficiencies across multiple employer organisations by operating at scale, while at the same time, exhibiting knowledge of local employment laws and practices.

Here to help

ADP invests large amounts of money in infrastructure to provide security and risk management, information storage, and experts on hand to support you not just with GDPR, but any HR compliance change.
With ADP it will not be necessary to acquire new software licenses or versions. ADP systems have integration, compliance and expertise in-built – meaning you don’t need to start from scratch, but can achieve an immediate total solution through a trusted outsourcing partner.

 

Transform GDPR from an obligation to an opportunity. Download the IDC report: Cloud, Compliance and the case for HR Transformation to support HCM strategy.

 
Disclaimer: Please note to the extent possible ADP’s technology solutions will assist clients in complying with legislation by supporting their strategy; however, on their own, they may not meet all of clients’ legally-required obligations as an employer. While this information has been prepared in good faith, no representation or warranty, express or implied, is or will be made and no responsibility or liability is or will be accepted by ADP or by any of its respective officers or employees in relation to the accuracy or completeness of this information. In particular, no representation or warranty is given as to the achievement or reasonableness of any future projections, management estimates or prospects contained in this information.

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