Glossary > Employment Law > Employee Privacy > Employee Data Privacy

Right To Be Forgotten

The Right to be forgotten in the employment law context refers to an individual's right to request the removal of certain personal information from online platforms, databases, or records that are no longer relevant or necessary for legitimate business purposes.

Example #1

For example, if an employee was involved in a minor disciplinary issue several years ago that is no longer relevant to their current employment, they may request that this information be removed from their personnel file.

Example #2

Another example could be an employee who had a medical condition in the past that is no longer affecting their work but is still documented in company records. They may request the removal of this outdated information.

Misuse

Misuse of the Right to be forgotten could occur if an employer intentionally hides critical information about an employee's performance or behavior that is essential for future employers or regulators to know. This could lead to a lack of transparency and accountability in the workplace, potentially putting others at risk.

Benefits

Protecting the Right to be forgotten can offer individuals a fresh start and prevent unfair judgments based on outdated or irrelevant information. It promotes fairness in employment practices by allowing individuals to move forward without being haunted by past mistakes or circumstances.

Conclusion

In conclusion, safeguarding the Right to be forgotten empowers employees to have more control over their personal information, ensuring that only relevant and accurate data is retained by employers. This aligns with CAP's mission of promoting transparency, fairness, and consumer empowerment in the marketplace.

Last Modified: 4/30/2024