GDPR for recruitment: What employers need to know in 2025
- Constantine Law
- May 8
- 2 min read
In the latest episode of The Employment Law Podcast, we explore what employers need to know about GDPR when it comes to recruitment in 2025. From the growing role of AI in HR processes to the pressure on the UK’s employment tribunals, the discussion offers a grounded look at what employers need to know now about sensitive data—and what’s coming next.
AI in HR: Helpful or high-risk?
Artificial intelligence is increasingly being used in recruitment, performance reviews, and even disciplinary procedures. While the efficiency benefits are clear, there are serious legal risks around transparency, bias, and data protection.
The main point? AI can support decision-making, but it shouldn’t replace it. Employers must keep human oversight front and centre and understand the accountability issues tied to automated decisions, especially when those decisions impact people's careers.
DEI is shifting, and so are legal expectations
Diversity, equity, and inclusion (DEI) has moved beyond branding. There's a growing awareness of how workplace culture, when left unchecked, can pave the way to discriminatory outcomes, even without overt intent.
Tribunals are increasingly dealing with claims involving exclusionary behaviour, microaggressions, and inconsistent disciplinary actions. Employers need to get ahead of this by reviewing policies, delivering regular training, and creating a working environment where people feel psychologically safe. It’s not just the right thing to do—it’s a legal safeguard.
Why internal processes matter more than ever
One of the more concerning trends we’re seeing is the ongoing backlog in employment tribunals. Many claims are now taking over a year to be heard, which leaves both employers and employees in a state of limbo.
With the formal route to resolution increasingly delayed, there’s a renewed emphasis on getting internal processes right—investigations, grievances, and alternative dispute resolution mechanisms need to be robust, fair, and well-documented.
What’s coming next in UK employment law?
The conversation also touches on upcoming changes, including the Worker Protection Act, the Employment (Allocation of Tips) Act, and further scrutiny of gig economy models. It’s clear the legal landscape is shifting rapidly.
For businesses, staying compliant means keeping contracts under regular review, supporting HR with the right training, and staying alert to evolving expectations—from both employees and regulators.