Scope of the Policy

At Goat we hold information protected by the General Data Protection Regulations (GDPR) and the Data Protection Bill 2018, including personal data about our employees and staff, clients, suppliers, customers and other individuals, for a variety of business purposes.

Everyone working for us has a legal obligation to ensure that we comply with the requirements of the GDPR and follow the safeguards we have implemented in order to best protect all the Personal Data we hold.

This policy sets out how the Company will seek to protect personal data and individuals’ rights and obligations in relation to their personal data. This policy should be read in addition to our Policies relating to staff use of the internet and e-mail (‘Use of Company Computers, Laptops and Mobile Phones’, found in the Greenbird Company Handbook).

The person responsible for this policy and Data Protection compliance in the Company is Mark Freeney.

This Policy should be regarded as a living document that may be amended by us at any time, to ensure our ongoing compliance with The General Data Protection Regulations (effective 25th May 2018) and the UK’s Data Protection Act 2018.

The reasons we process personal data is to:

  • Provide services to our customers (and maintain a list of them)
  • Undertake research for our business
  • Recruit, support, manage and pay our staff
  • Manage our on-air talent and contributors
  • Maintain our Accounts and Records
  • Market and Promote our Goods and Services
  • Respond to Enquiries and Complaints
  • Maintain the security and safety of our property, premises and IT systems
  • Ensure a safe working environment.


Personal Data is data we gather which relates to a living individual who can be identified from that data, or from that data in conjunction with other readily available information, e.g. their name, address, images, telephone numbers, personal email addresses, date of birth, bank and payroll details, next of kin, passport particulars etc. It can also include data such as IP addresses and data automatically collected when using computers and the internet, as well as educational background (certificates, diplomas, education, skills, CV), skills, marital status, nationality, job title, contact details, references, attendance records, performance records and so on.

This data may be collected from the individual themselves or provided by other parties, and may be in paper or electronic format.

Special Category Data is data that relates to an individual’s racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership (or non-membership), physical or mental health matters, sexual orientation/life, genetic and biometric data.

Criminal Records data means information about an individuals criminal convictions and offences, and information relating to criminal allegations and proceedings.

Processing is any use that is made of data, including collecting, storing, amending, disclosing or destroying it.

Our Data Protection Principles

The GDPR protects individuals’ rights concerning information about them that is held on computer. Anyone processing personal data must comply with the eight principles of good practice, which are that data must be:

  • fairly and lawfully processed (in accordance with individuals’ rights)
  • adequate, relevant and not excessive (limited to what is necessary for the purpose of processing)
  • collected only for specified, explicit and legitimate purposes (including for business purposes to comply with legal, regulatory, corporate governance obligations and good practice)
  • accurate and kept up to date (we take all reasonable steps to ensure that inaccurate personal data is rectified or deleted without delay; and Individuals can ask that we correct their inaccurate personal data).
  • not kept longer than necessary for its original purpose
  • processed in accordance with the data subject’s rights and its specified purposes
  • secure (i.e. appropriate measures have been taken against unauthorised or unlawful processing of personal data and against accidental loss or destruction or, or damage to, personal data)
  • not transferred to countries or territories outside the EEA unless that area ensures an adequate level of protection for the rights and freedoms of data subjects in relation to the processing of personal data.

We will not process personal data obtained for one purpose for any unconnected purpose unless the individual concerned has agreed to this, or would otherwise reasonably expect this.

Conditions for Processing Personal data

The processing of personal data will only be fair and lawful when the purpose of the processing meets a legal basis (see below) and when the processing is transparent. This means we will provide people with an explanation of how and why we process their personal data, in a Privacy notice.

Processing of personal data is only lawful if at least one of these legal conditions is met:

  • Processing is necessary for the performance of a contract with the data subject or to take steps to enter into a contract
  • Processing is necessary for compliance with a legal obligation
  • Processing is necessary to protect the vital interests of a data subject or another person
  • Processing is necessary for the performance of a task carried out in the public interest or in the exercise of official authority vested in the controller
  • Processing is necessary for the purposes of legitimate interests pursued by the controller or a third party, except where such interests are overridden by the interests, rights or freedoms of the data subject.
  • If none of these legal conditions apply, the processing will only be lawful if the data subject has given their clear, explicit, consent.

Where we are required to get consent from the data subject, we will clearly set out what we are asking consent for, including why we are collecting the data and how we plan to use it. Consent will be specific to each process we are requesting consent for and we will only ask for consent when the data subject has a real choice whether or not to provide us with their data.

Consent can however be withdrawn by the individual at any time and if withdrawn, the processing must stop. Data subjects will be informed of their right to withdraw consent and it must be made as easy to withdraw consent as it is to give consent.

Privacy Notices – transparency of data protection

Being transparent and providing accessible information to individuals about how we will use their personal data is important for the Company. Privacy notices for job applicants, staff, contributors, and visitors to our website can be found at

The Privacy Notice:

  • Must be given at the point their data is collected from them (or collected about them from other sources) and gives our identity/contact details;
  • Sets out the purposes for which we hold an individuals’ personal data;
  • Explains the legal basis for processing; if the data is to be sent outside the European Union, how long the data will be stored for;
  • Highlights that sometimes the Company may be required to give information to third parties;
  • Explains the individuals data subjects’ rights.

This information will be provided to the individual in writing and no later than within 1 month after we receive the individuals data, unless a legal exemption under the GDPR applies.

Special Categories of Data and Criminal Records Data

In the limited cases where the Company processes special categories of data, this requires extra care and is usually only lawful when, in addition to one of the conditions above, one of the extra conditions, as listed in Article 9 of the GDPR, is met. These conditions include where:

  • the processing is necessary for carrying out our obligations under employment and social security and social protection law;
  • the processing is necessary for safeguarding the vital interests (in emergency, life or death situations) of an individual and the data subject is incapable of giving consent;
  • the processing is carried out in the course of our legitimate activities and only relates to our members or persons we are in regular contact with in connection with our purposes;
  • the processing is necessary for pursuing legal claims.
  • the processing is necessary for pursuing legal claims.
  • If none of the other legal conditions apply, the processing will only be lawful if the data subject has given their explicit consent.

We will not hold information relation to criminal proceedings or offences or allegations of offences unless there is a clear lawful basis to process this data such as where it fulfills one of the substantial public interest conditions in relation to the safeguarding of children and of individuals at risk, or because it is necessary for us to carry out our statutory or regulatory obligations and exercise specific rights in relation to employment, or it meets one of the additional conditions relating to criminal convictions set out in either Part 1 or 3 of Schedule 1 of the Data Protection Regulations 2018.

Data Security

We keep personal data secure against loss, accidental destruction, misuse or disclosure and we have internal policies and controls in place to protect data.

The Company will ensure that data is not accessed except by any staff other than those who need to in the proper performance of their job.

Where other organisations process personal data as a service on our behalf, the company will establish what, if any, additional specific data security arrangements need to be implemented in contracts with those third party organisations.

Privacy by design and default

Privacy by design is an approach to projects that promote privacy and data protection compliance from the start. Mark Freeney will be responsible for ensuring that all new data security processes and IT projects commence with a privacy plan.

Impact analysis exercises

Where data is processed that could result in a high risk to an individuals rights and freedoms, the Company will carry out a data protection impact assessment (DPIA) to determine the necessity and proportionality of the processing. For example, this would apply if we were to consider using CCTV cameras within the workplace, or we need to process data relating to vulnerable people, trawl data from public profiles, introduce new technology, and transfer data regularly outside the EU.

Any decision not to conduct a DPIA will be recorded. DPIAs will be conducted in accordance with the ICO’s Code of Practice ‘Conducting privacy impact assessments’.

Data retention periods

We retain personal data for no longer than is necessary. What is necessary will depend on the circumstances of each case, taking into account the reasons that the personal data was obtained. The length of retention will be determined in a manner consistent with published legal and regulatory data retention guidelines.

Data retention periods are explained in our relevant Privacy Notices.

Data deletion

In our Company, each Department Head is responsible for ensuring that records that are no longer required are reviewed as soon as possible so that, where appropriate, records are destroyed. Some records may instead be selected for permanent preservation, digitised to an electronic format or retained by the organisation for litigation purposes.

Transferring data internationally

There are restrictions on international transfers of personal data. Personal data must generally not be transferred outside of the European Economic Area unless the receiving country ensures an adequate level of protection for the rights and freedoms of data subjects in relation to the processing of personal data, unless the data subject has given their consent and:

  • (a) The transfer is necessary for the performance of a contract between the data subject and the data controller, or
  • (b) The transfer is necessary for certain contracts with third parties, or
  • (c) The transfer is necessary to protect the vital interests of the data subject.

Otherwise adequate safeguards must be put in place and other conditions must be met. You should refer to the Mark Freeney if you are unsure whether this need applies.


  • You need to make sure that personal data is not left lying around on your desk when you are not there unless you work in an office or area that is locked. Files containing special category/sensitive data and financial data should be locked/password protected.
  • Printed paper should be shredded when it is no longer needed.
  • Are you taking care when faxing sensitive/special category personal data so that only the intended recipient receives the information? Is there a more secure method of sharing information?
  • Have you password protected your computer and do you regularly update the password?
  • Emails containing others personal data should not be send from or to your personal e-mail accounts. Only use Company e-mail accounts.
  • Are you providing or restricting access to the information whether on computer or hard copies to only those who are authorised or need to have access to it? Where documents contain personal data (and relatively few documents don’t!) ensure that they are electronically stored either in a secure part of the server with the appropriate access limitations or within an encrypted/password protected folder. Do you ensure that others in receipt of the information are aware of the need to keep the information protected and know when it should be deleted (or returned to you)?
  • Ensure antivirus and malware software are up to date as well as operating systems on all devices. Are you careful when opening unrecognised emails and attachments or visiting new websites to prevent viruses?
  • Data is backed up regularly to the Company’s Servers. All ‘cloud’ use to store data must be pre-approved.
  • Are your computer screens/notice boards positioned away from any windows/public view to prevent accidental disclosures of personal data? Can visitors or guests to the office view the personal data? Have you implemented measures to prevent this happening?
  • Do you have permission to take computers, laptops, memory sticks etc., off the premises? If so, do they have appropriate password protection and if they contain any sensitive/special category data, or children’s/vulnerable adults, contributors or financial data, is there a high level of encryption for the relevant folder or for the computer/sticks etc. as a whole or other protection in place?
  • Staff must report a loss of any device immediately to their manager/the person responsible for Data Protection in the Company.
  • At the end of your employment with the Company you must return all confidential and/or personal data and Company equipment, and delete all the information relating to the Company from any personal computer, mobile or other equipment you were using/own.

Individual Responsibilities in your job

Staff may have access to the personal data of other individuals (staff, customers and clients) in the course of their employment. Where this is the case, the Company relies on individuals to help it meet its data protection obligations to staff and to customers and clients.

Individuals who have access to personal data are required:

  • To comply with this Policy and follow the ‘storing data security’ points above;
  • to access only data that they have authority to access and only for authorised purposes;
  • not to disclose data except to individuals (whether inside or outside the organisation) who have appropriate authorisation;
  • to keep data secure (for example by complying with rules on access to premises, computer access, including password protection, and secure file storage and destruction).

If you think you have accidentally breached this policy it is important that you contact Mark Freeney immediately.

Failing to observe these requirements may amount to a disciplinary offence, which will be dealt with under the Company’s disciplinary procedure. Significant or deliberate and/or reckless breaches of this policy (including for personal benefit), such as accessing employee, contributor or customer data without authorisation or a legitimate reason to do so, may constitute gross misconduct and could lead to dismissal without notice.

In particular, please remember that if you receive a request from outside the Company for any information about your colleagues, contributors, our customers or suppliers, you should pass this request on to the individual themselves with details of the person who enquired so that the individual can confer with them directly, or alternatively check with Mark Freeney whether it is possible to release the information before doing so.

If you are a Manager you should ensure you follow the rules set out in this Policy and that the staff you are responsible for, do so as well.


The Company will provide training to all individuals about their data protection responsibilities as part of their induction process. All staff will be made aware of their obligations and responsibilities in line with the new General Data Protection Regulations that become law on 25th May 2018.

Data Breaches

In the event you become aware of a breach of security or an unauthorised disclosure or loss/theft of documents/data, you should alert the person responsible for data protection matters immediately. If the breach relates to programme material e.g. it relates to contributors, contestants or talent your manger should also alert your commissioning broadcaster and take any further appropriate action that may be advisable.

Data breaches that are likely to result in a risk to any person need to be reported to The Information Commissioners Office (ICO) within 72 hours of discovering the breach.

In situations where a personal data breach causes a high risk to any person, we will (as well as reporting the breach to the ICO), inform data subjects whose information is affected, without undue delay. This can include situations where, for example, bank account details are lost, or an email containing sensitive information is sent to the wrong recipient. Informing data subjects can enable them to take steps to protect themselves and/or to exercise their rights.

Please contact Mark Freeney or further information.

Individuals Rights

Individuals have a number of rights in relation to their personal data:

Subject access requests

Please note that under GDPR, individuals are entitled, subject to certain exceptions, to request access to information held about them. No charges should be made to the data subject to provide this information. Upon request, a data subject should have the right to receive a copy of their data in a structured format. These requests should be processed by the Company within one month, provided there is no undue burden and it does not compromise the privacy of other individuals. A data subject may also request that their data is transferred directly to another system.

If you receive a request from a data subject that relates or could relate to their data protection rights, please forward this immediately to Mark Freeney.

If you would like to make a subject access request about your own records, you should refer that request immediately to Mark Freeney. In some cases, the Company may need to ask you for proof of ID before the request can be processed.

If a subject access request is manifestly unfounded or excessive the Company is not obliged to comply with it.

Other rights

Individuals have a number of other rights in relation to their personal data. They can require the Company to:

  • rectify inaccurate data;
  • stop processing or erase data that is no longer necessary for the purposes of processing;
  • stop processing or erase data if the individual’s interests override the organisation’s legitimate grounds for processing data (where the organisation relies on its legitimate interests as a reason for processing data);
  • stop processing or erase data if processing is unlawful; and
  • stop processing data for a period if data is inaccurate or if there is a dispute about whether or not the individual’s interests override the organisation’s legitimate grounds for processing data.

To ask the Company to take any of these steps, the individual should send the request to [].

Direct Marketing

We will comply with the rules set out in the GDPR, the Privacy and Electronic Communications Regulations (PECR) and any laws which may amend or replace the regulations around direct marketing. This includes, but is not limited to, when we make contact with data subjects by post, email, text message, social media messaging, telephone (both live and recorded calls) and fax.

Any direct marketing material that we send will identify Greenbird as the sender and will describe how people can object to receiving similar communications in the future. If a data subject exercises their right to object to direct marketing we will stop the direct marketing as soon as possible.

Direct marketing means the communication (by any means) of any advertising or marketing material which is directed, or addressed, to individuals. “Marketing” does not need to be selling anything, or be advertising a commercial product. It includes contact made by a Company to individuals for the purposes of promoting the Company’s aims.

Sharing information with other organisations

We will only share personal data with other organisations or people when we have a legal basis to do so and if we have informed the data subject about the possibility of their data being shared (in a Privacy Notice), unless legal exemptions apply to informing data subjects about the sharing. Only authorised and properly instructed staff are allowed to share personal data.

Staff/HR Records

At Greenbird we also collect personal data on job applicants, employees, workers, contractors/freelancers, agency workers, volunteers, interns, apprentices and of former employees.

As your employer, we need to keep information on record relating to your employment and it is necessary to keep and process personal data and it may be necessary to process special category data.

The purposes for which this data may be processed are:

  • To facilitate Recruitment
  • Payroll, to enable your salary to be paid accurately, and to fulfil our obligations to the HMRC
  • Absence management and Accident Reporting
  • Equal Opportunities monitoring (if in the future we may choose to do this)
  • Performance Management
  • Pension and Benefit purposes
  • To make statutory payments to you that you are due (e.g. Maternity Pay and Statutory Sick Pay)
  • To contact your next of kin in an emergency
  • To ensure we meet our obligations to you regarding holidays and rest breaks
  • To ensure we provide a safe working environment
  • To provide information at the request of legitimate 3rd parties
  • To securely monitor our IT Systems
  • To confirm your right to work in the UK (a copy of the documents that you supplied on appointment showing your Right to Work in the UK are kept on your personnel file).

Procedures are in place to protect the confidentiality of your data so that access is restricted to those with a relevant need to do so. Data will be held in an individual personnel file (in hard copy or electronic format, or both) and on HR systems. The purpose for which the Company holds staff records are contained in its Privacy Notices to staff, as are the periods for which the HR related personal data is retained.

The Company will keep a record of its processing activities in respect of staff data in accordance with GDPR requirements. Specifically:

  • Where the Company is required to undertake criminal records checks of its staff, we will not hold information relation to criminal proceedings or offences or allegations of offences unless there is a clear lawful basis to process this data such as where it fulfils one of the substantial public interest conditions in relation to the safeguarding of children and of individuals at risk, or because it is necessary for it to carry out its statutory and regulatory obligations and exercise specific rights in relation to employment, or it meets one of the additional conditions relating to criminal convictions set out in either Part 1 or 3 of Schedule 1 of the Data Protection Regulations 2018.
  • Where the Company processes sickness and health records the Company does so to ensure a safe working environment for all workers, to maintain records of statutory sick pay, to maintain accident reports and to ensure disabled staff are not discriminated against and possible reasonable adjustments to their workplace are identified. Where the Company requires an employee or job applicant to undertake a medical questionnaire, examination or report it does so to gather information on their ability to do the job they are applying for (job applicants) and, for employees, to gather information on their fitness to work when the employee has had a long-term absence, or for example as part of a contractual sick pay scheme. Job Applicants and Employees will be asked to give their explicit consent for the company to gather medical information on them and for the medical report to be released to the Company. The individual employee may withdraw their consent to this at any stage.

You will be asked on an annual basis to check the accuracy of your data so that our records can be kept up to date. Please remember to notify Mark Freeney should any of your personal details change, including home address, next of kin, bank details, and so on. (Please refer to the ‘Personal Details’ section of our Handbook).

Information given in references about staff to third parties references must comply with GDPR requirements (see our ‘References’ policy in our Handbook).

From/after 25th May 2018, existing Data Protection clauses in staff contracts/agreements with the Company are unlikely to be legally compliant with the new General Data Protection Regulations (GDPR). Therefore all existing staff will receive a Privacy Notice that will override any invalid data protection clauses in their existing contract of employment/agreement with the Company, and will be asked to sign and return one copy of this Privacy Notice to the Company, to signify their acceptance of these changes. All new staff after this date will also receive this Privacy Notice.

In addition, from/after the General Data Protection Regulations becoming law on 25th May 2018, several Policies in the Company Handbook will be reviewed and amended to ensure they are GDPR compliant.

Sharing HR personal data

It is often necessary to share Staff personal data with third party organisations (Data Processors). It is our responsibility to ensure that the data we share is compliant with the conditions of processing and is shared in a secure manner.

Before appointing a contractor who will process personal data on our behalf (a data processor) we will carry out due diligence checks. The checks are to make sure the processor will use appropriate technical and organisational measures to ensure the processing will comply with data protection law, including keeping the data secure, and upholding the rights of data subjects. We will only appoint data processors on the basis of a written contract that will require the processor to comply with all relevant legal requirements. We will continue to monitor the data processing, and compliance with the contract, throughout the duration of the contract.

Third parties who we share your data with may include:

  • HR providers
  • Payroll providers
  • Recruitment agencies
  • IT Consultants
  • Banks
  • Pension and benefit providers
  • Local Authorities and Government Departments, including the HMRC
  • External accountants
  • Occupational health providers
  • Insurance providers

HR Related personal data will not be transferred to countries outside of the EEA.

Consequences of failing to comply with our Data Protection Policies

The Company takes the compliance with this policy very seriously as failure to comply puts the staff and the Company at risk. Everyone working at the Company must observe this policy.

The importance of this policy means that your failure to comply with any of its requirements may lead to disciplinary action under our Disciplinary Procedures which may result in dismissal.

If you have any questions or concerns about anything in this Policy, do not hesitate to contact Mark Freeney.

On 25th May 2018 The General Data Protection Regulations become law in the UK and this policy should be seen as a living document which may be reviewed further and amended in the future to ensure it is compliant with the GDPR and the UK’s Data Protection Act 2018.

Data Protection Policy for Productions (GDPR)

It’s important to protect living individuals’ data. Under the GDPR there can be criminal and civil sanctions for the production company when there is an unauthorised disclosure of personal and sensitive/special category data, as well as reputational damage for the production company you are working for.

At our Company Mark Freeney is responsible for complying with the GDPR. You should contact him when you are unsure of your obligations under the GDPR when collecting, using, processing, accessing and destroying personal data.

This policy applies to all staff employed by the Company, including PAYE employees, freelancers, crews and Contractors. Please read our general Data Protection Policy for full information about our Data Protection requirements and obligations. This document relates to data collected by productions only.

Collecting and accessing personal data

You will have access to or routinely acquire personal data and sensitive/special category personal data in many forms. This information may be from past, current and future employees, contributors, suppliers and contractors.

This information may be in the form of letters, e-mails, social media pages, correspondence, call logs, programme treatments, running orders, CV’s, CCTV footage, contributor agreements/consent or release forms, contributor application/checklist forms, call sheets, P-as-Cs, disclosure & barring service checks, medical records, invoices, purchase orders, rushes with captions, bank statements, list of employees, and employee references. The information can be in hard copy form e.g. original or copy paper document, photographs and film; or in electronic form e.g. PC, laptop, mobile phone, blackberry or memory stick.

What should you collect?

You should only collect data that you actually need or are likely to need. For example it may be reasonable to collect the name and contact details of contributors but it is very unlikely you would need information regarding their sexual history or their medical details (any special category/sensitive data) unless it was relevant to the programme.

When checking contributors personal information, make the checks relevant to the type of programme you are making. These may include proof of identify and address, personal/professional references, DBS checks, health information. If you use Google search, Facebook/twitter/other social media, dating websites, bankruptcy searches to conduct checks you will need to justify why this is necessary.

What do you have to tell the person who is giving you the information?

You should tell the person why you are collecting the information and what you are using it for and how it will be shared, and remind them that they are protected by the GDPR. You should tell them who you are (Greenbird), the nature of the programme and the nature of their contribution and how it will be used in the programme. You should inform them of the likelihood of repeats/future TX.

You can do this by giving them a written privacy notice or referring them to the information on our website. If you are collecting sensitive/special category data you must ensure the person receives the privacy notice.

How can you use the information?

You can only use personal data for the purposes for which it was collected or given to you. For example, it may be that the personal data was only provided by a contributor for the purposes of a particular Programme and not for any other use. However if you obtain explicit consent from the person to contact them in the future to be involved in other programmes, or to receive marketing information or to contact them for other opportunities, then you are permitted to do so. This can be expressly agreed when the contributor signs the relevant consent form or at the point they provide their information e.g. in an application form.


Effective anonymisation can be used to publish data which would otherwise be personal data. The ICO defines Anonymisation as the process of rendering data into a form which does not identify individuals and where identification is not likely to take place through its combination with other data. A risk assessment should be carried out before such anonymised data is published.

Anonymisation might be used where audience members wish to share their stories or experiences, but the data provided is sensitive. For example, if individuals wanted to contribute to a story about their experiences with the NHS, those contributions might need to be aggregated or anonymised in order to provide support for a story without linking it to a specific individual.

Keeping Contributors Details Safe

Contributor checklists must be completed and safely stored for each production, during and after filming. This information should only be shared with staff who require the information to do their job. Please familiarise yourself with the Contributors Privacy Notice that all potential and actual Contributors to our programmes will be sent.

Data of unsuccessful applicants should be deleted after 12 months. Data of staff who have appeared on a show may be kept indefinitely as we have an ongoing legitimate interest in retaining the data.

Written release notes must be obtained before or after filming. Where this is not possible a verbal release to camera must be obtained and date/time stamped.

Parental consent must be obtained for all under 18’s (from the parent/guardian that has sole custody, or both parents/guardians if they have joint custody).


If you receive a request from the police for information you should advise the Mark Freeney immediately and where appropriate seek prompt advice from your commissioning broadcaster. Where the request relates to programme material including rushes, you should consult with your commissioning broadcaster before making any disclosure as there may be legitimate legal and editorial grounds for resisting disclosure.

On close down of a production has a senior member of staff reviewed what personal data records can be legitimately retained or destroyed? There may be reasons outside of the production that might require the production company to legitimately retain information for legal or business purposes, for example there may have been an accident or ongoing litigation where documents must be preserved by law. You should ensure that you have the necessary internal permission when destroying information.

Have you ensured you have returned and/or destroyed documents, memory sticks and/or dvd’s that have been taken off the premises?