Smiling group on hillside
Smiling group on hillside

Privacy Policy

Data controller: Mike Lashmar, Financial Director, Luxury Family Hotels

Data protection officer: Caroline Harrison, Group HR Manager, Luxury Family Hotels

Luxury Family Hotels collects and processes personal data relating to its employees to manage the employment relationship. The organisation is committed to being transparent about how it collects and uses that data and to meeting its data protection obligations.

What information does the organisation collect?

The organisation collects and processes a range of information about you. This includes:

The organisation collects this information in a variety of ways. For example, data is collected through application forms, CVs or resumes; obtained from your passport or other identity documents such as your driving licence; from forms completed by you at the start of or during employment (such as benefit nomination forms); from correspondence with you; or through interviews, meetings or other assessments.

The organisation seeks information from third parties with your consent only.

Data is stored in a range of different places, including in your personnel file, in the organisation's HR management systems and in other IT systems (including the organisation's email system).

Why does the organisation process personal data?

The organisation needs to process data to enter into an employment contract with you and to meet its obligations under your employment contract. For example, it needs to process your data to provide you with an employment contract, to pay you in accordance with your employment contract and to administer [benefit, pension and insurance entitlements].

In some cases, the organisation needs to process data to ensure that it is complying with its legal obligations. For example, it is required to check an employee's entitlement to work in the UK, to deduct tax, to comply with health and safety laws, to enable employees to take periods of leave to which they are entitled, and to consult with employee representatives if redundancies are proposed or a business transfer is to take place. [For certain positions, it is necessary to carry out criminal records checks to ensure that individuals are permitted to undertake the role in question. It may also be necessary to process criminal records data in the context of disciplinary or grievance proceedings, for example to investigate and take appropriate action if you are suspected of committing an offence (whether at or outside work).]

In other cases, the organisation has a legitimate interest in processing personal data before, during and after the end of the employment relationship. Processing employee data allows the organisation to:

Some special categories of personal data, such as information about health or medical conditions, or racial or ethnic origin, is processed to carry out employment law obligations (such as those in relation to employees with disabilities, for health and safety purposes and to ensure that employees have the right to work in the UK).

Where the organisation processes other special categories of personal data, such as information about ethnic origin, sexual orientation, health or religion or belief, this is done for the purposes of equal opportunities monitoring. Data that the organisation uses for these purposes is anonymised or is collected with the express consent of employees, which can be withdrawn at any time by contacting Caroline Harrison. Employees are entirely free to decide whether or not to provide such data and there are no consequences of failing to do so.]

As noted above, the organisation may process criminal records data to assess your suitability for employment both when you are recruited (through appropriate criminal records checks) and in the course of your employment.

Who has access to data?

Your information will be shared internally, including with members of the HR and recruitment team (including payroll), your line manager, managers in the business area in which you work and IT staff if access to the data is necessary for performance of their roles.

Your data may also be shared with employee representatives in the context of collective consultation on a redundancy or business sale. [This would be limited to the information needed for the purposes of consultation, such as your name, contact details, role and length of service.]

The organisation shares your data with third parties to [obtain pre-employment references from other employers, obtain employment background checks from third-party providers, obtain necessary criminal records checks from the Disclosure and Barring Service, or report suspected offences to the appropriate authorities. The organisation may also share your data with third parties in the context of a sale of some or all of its business. In those circumstances the data will be subject to confidentiality arrangements.]

The organisation also shares your data with third parties that process data on its behalf [in connection with payroll, the provision of benefits and the provision of occupational health services].

The organisation will not transfer your data to countries outside the UK.

How does the organisation protect data?

The organisation takes the security of your data seriously. The organisation has internal policies and controls in place to try to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by its employees in the performance of their duties.

Where the organisation engages third parties to process personal data on its behalf, they do so on the basis of written instructions, are under a duty of confidentiality and are obliged to implement appropriate technical and organisational measures to ensure the security of data.

For how long does the organisation keep data?

The organisation will hold your personal data for the duration of your employment. The periods for which your data is held after the end of employment are for as long as necessary;

Record Type Statutory Retention Period
Accident books, accident records/reports 3 years from the date of the last entry (or, if the accident involves a child/ young adult, then until that person reaches the age of 21)
Application and Recruitment Records 6-12 months (in case of a pre employment claim) If you want to keep CV’s longer (because you want to use them for a future talent pool) then you will require consent from the applicant. The easiest way to do this is to provide candidates with a privacy notice, setting out how you will use their personal data and for how long it will be kept.
First aid training 6 years after employment
Fire warden training 6 years after employment
Health and Safety representatives and employees’ training 5 years after employment
Payroll wage/salary records (also overtime, bonuses, expenses) 6 years from the end of the tax year to which they relate
Retirement Benefits Schemes – records of notifiable events, for example, relating to incapacity 6 years from the end of the scheme year in which the event took place
Statutory Maternity Pay records, calculations, certificates (Mat B1s) or other medical evidence (also shared parental, paternity and adoption pay records) 3 years after the end of the tax year in which the maternity period ends
Subject access request 1 year following completion of the request
Whistleblowing documents 6 months following the outcome (if a substantiated investigation). If unsubstantiated, personal data should be removed immediately
Working time records including overtime, annual holiday, jury service, time off for dependents, etc 2 years from date on which they were made

Your rights

As a data subject, you have a number of rights. You can:

[If you would like to exercise any of these rights, please contact Caroline Harrison; You can make a subject access request by completing the organisation's form for making a subject access request.

If you believe that the organisation has not complied with your data protection rights, you can complain to the Information Commissioner;

What if you do not provide personal data?

You have some obligations under your employment contract to provide the organisation with data. In particular, you are required to report absences from work and may be required to provide information about disciplinary or other matters under the implied duty of good faith. You may also have to provide the organisation with data to exercise your statutory rights, such as in relation to statutory leave entitlements. Failing to provide the data may mean that you are unable to exercise your statutory rights.

Certain information, such as contact details, your right to work in the UK and payment details, have to be provided to enable the organisation to enter a contract of employment with you. If you do not provide other information, this will hinder the organisation's ability to administer the rights and obligations arising as a result of the employment relationship efficiently.