Applicant Privacy Notice
As part of any recruitment process, the National Pharmacy Association (NPA) collects and processes personal data relating to job applicants. The NPA is committed to being transparent about how it collects and uses that data and to meeting its data protection obligations.
What information does the NPA collect?
The NPA collects a range of information about you. This includes:
- your name, address and contact details, including email address and telephone number;
- details of your qualifications, skills, experience and employment history;
- information about your current level of remuneration, including benefit entitlements;
- whether or not you have a disability for which the NPA needs to make reasonable adjustments during the recruitment process;
- information about your entitlement to work in the UK; and
- equal opportunities monitoring information, including information about your ethnic origin, sexual orientation, health and religion or belief.
The NPA may collect this information in a variety of ways. For example, data might be contained in application forms, CVs or resumes, obtained from your passport or other identity documents, or collected through interviews or other forms of assessment, including online tests.
The NPA may also collect personal data about you from third parties, such as references supplied by former employers, information from employment background check providers and information from criminal records checks. The NPA will seek information from third parties only once a job offer to you has been made and will inform you that it is doing so.
Data will be stored in a range of different places, including on your application record, in HR management systems and on other IT systems (including email).
Why does the NPA process personal data?
The NPA needs to process data to take steps at your request prior to entering into a contract with you. It may also need to process your data to enter into a contract with you.
In some cases, the NPA needs to process data to ensure that it is complying with its legal obligations. For example, the requirement to check a successful applicant’s eligibility to work in the UK before employment starts.
The NPA has a legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data from job applicants allows the NPA to manage the recruitment process, assess and confirm a candidate’s suitability for employment and decide to whom to offer a job. The NPA may also need to process data from job applicants to respond to and defend against legal claims.
The NPA may process information about whether or not applicants are disabled to make reasonable adjustments for candidates who have a disability. This is to carry out its obligations and exercise specific rights in relation to employment.
Where the NPA processes other special categories of data, such as information about ethnic origin, sexual orientation, health or religion or belief, this is for equal opportunities monitoring purposes.
For some roles, the NPA is obliged to seek information about criminal convictions and offences. Where the NPA seeks this information, it does so because it is necessary for it to carry out its obligations and exercise specific rights in relation to employment.
If your application is unsuccessful, the NPA may keep your personal data on file in case there are future employment opportunities for which you may be suited. The NPA will ask for your consent before it keeps your data for this purpose and you are free to withdraw your consent at any time.
Who has access to data?
Your information may be shared internally for the purposes of the recruitment exercise. This includes members of the HR team, interviewers involved in the recruitment process, managers in the area of the organisation where the vacancy sits and IT staff if access to the data is necessary for the performance of their roles.
The NPA will not share your data with third parties, unless your application for employment is successful and it makes you an offer of employment. The NPA will then share your data with former employers to obtain references for you, employment background check providers to obtain necessary background checks and the Disclosure and Barring Service to obtain necessary criminal records checks (for applicable positions).
The NPA will not transfer your data outside the European Economic Area.
How does the NPA protect data?
The NPA takes the security of your data seriously. It has internal policies and controls in place to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by our employees in the proper performance of their duties.
For how long does the NPA keep data?
If your application for employment is unsuccessful, the NPA will hold your data on file for 6 months after the end of the relevant recruitment process. If you agree to allow the NPA to keep your personal data on file, the NPAs will hold your data on file for a further 12 months for consideration for future employment opportunities. At the end of that period or once you withdraw your consent, your data is deleted or destroyed.
If your application for employment is successful, personal data gathered during the recruitment process will be transferred to your personnel file and retained during your employment. The periods for which your data will be held will be provided to you in a new privacy notice.
As a data subject, you have a number of rights. You can:
- access and obtain a copy of your data on request;
- require the NPA to change incorrect or incomplete data;
- require the NPA to delete or stop processing your data, for example where the data is no longer necessary for the purposes of processing; and
- object to the processing of your data where the NPA is relying on its legitimate interests as the legal ground for processing.
If you would like to exercise any of these rights, please contact a member of the HR team (HR@NPA.CO.UK).
If you believe that the NPA has not complied with your data protection rights, you can complain to the Information Commissioner.
What if you do not provide personal data?
You are under no statutory or contractual obligation to provide data to the NPA during the recruitment process. However, if you do not provide the information, the NPA may not be able to process your application properly or at all.
Recruitment processes are not based solely on automated decision-making.