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Ensuing that employees fired for gross misconduct are not offered future employment would seem to me to be a compelling reason to keep the records.
Originally posted by shortcrust
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Agreed. OP it's near enough 100% they will still have a record of you on their system/papers or even employee's working their may remember you.
13 years ago sounds like a long time but that was only 2005, lots of systems companies use for staff management and payroll existed then and are still used today. Odd's of most employers cleaning them out because of GDPR? Slim.... Especially if they have retained gross misconduct notes incase they were worried about any tribunal action.
Doesn't make it right but doesn't help you really.
Also to whoever said they would only put 5 years experience on a CV, I would want a lot more than the last 5 years if I was hiring someone and leaving a gap like that would raise questions.
In relation to record keeping and GDPR, It depends on their lawful basis for processing that data. Chances are during the first 3-6 years they will adopt the Legal Obligation defence for retaining records but that doesn't mean after that they delete it all. They would just adopt a new defence of it's a legitimate interest of their business to retain the records for prevention of future hiring, lawsuits etc etc. OP would then need to argue that their interests override that of the company for example.
Again NONE of this has been tried and tested in a court under GDPR yet so it's a guessing game till then.