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Assess employee data use, automated HR tools and investigations before a technical or management decision creates an employment dispute.
What we help you decide
Introduce HR technology safely. We assess the relevant documents, explain the available routes and agree the scope of advice before taking further steps.
Data and workplace systems
Identify the purpose, legal basis, information duties, access rights and retention periods for each use of employee data. A group policy or vendor contract does not itself establish a lawful basis. Health data, monitoring and international transfers require particular attention.
AI in recruitment and management
Map what the tool actually does: screening applications, scoring performance, allocating tasks or supporting human decisions. Consider discrimination, GDPR safeguards, works council rights and the AI Act’s applicable provisions and phased timetable. A human reviewer must have a meaningful role where the process requires it.
Internal investigations
Define the allegation, scope, sources and decision-makers. Preserve evidence proportionately and assess access to emails or devices before collection. Coordinate employment steps with criminal-law or regulatory advice where necessary. Investigation urgency does not remove privacy obligations.
Practical example
A recruitment platform ranks applicants using inferred personality traits. We review the use case, data sources, vendor documentation and human review process, then identify whether the system should be changed, restricted or withheld from deployment.
Documents for an initial review
- System description and vendor terms
- Data flows, retention and access settings
- Works agreements and privacy notices
- Investigation mandate and evidence sources
Related advice
Works councils and co-determination · Employee inventions, confidentiality and non-compete clauses · Private internet use and workplace monitoring · All employment law services · Discuss your matter
Legal sources
Reviewed: 8 November 2026. The application of these rules depends on the facts, the relevant documents and any applicable collective arrangements.