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Most companies and institutions, collect and process personal data about their employees, such as: name, phone number, email address, person’s location information and activities at work, surveillance images from CCTV cameras, - all of these are personal data of individuals. And the list remains open. Consequently, all state or private institutions are affected by REGULATION no. 679 of 27 April 2016 on the protection of individuals with regard to the processing of personal data and on the free movement of such data and repealing Directive 95/46 (“GDPR”). In this paper we will present also, some of the past laws available in European Union prior to the approval of the REGULATION no. 679 of 27 April 2016. Those were also important for the life of the European citizens, but they have not been so well implemented and transposed into the legislation of all EU countries, which led in time to the appearance of the new REGULATION no. 679 of 27 April 2016. GDPR has a global impact as its rules are applicable to personal data that concern or describe the behavior of any natural person within the European Union even if the entities collecting and processing personal data are located outside the Union. Through this paper we aim to identify some of the main implications and risks deriving from the application of the GDPR at the level of the Human Resources Departments from the companies operating within the European Union.

Considerations regarding compliance with the Regulation (EU) 2016/679 (GDPR) in Human Resources Departments