Privacy Policy
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Privacy Policy

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Parkdean Resorts UK Limited and its associated group companies*1 (“Parkdean Resorts”, “we”, “us”, “our”) are committed to protecting the personal data we hold about you. Personal data is information about you and from which you can be identified. You should read this privacy notice if you are providing us with your personal data. It makes you aware of how and why your personal data will be used, namely for the purposes of purchasing a holiday or holiday home, and how long it will usually be retained for. It provides you with certain information that we must provide under applicable data protection law.

We will comply with data protection law and principles, which means that your data will be:

  • Used lawfully, fairly and in a transparent way;
  • Collected for valid purposes that we have clearly explained to you and not used in any way that is incompatible with those purposes;
  • Relevant to the purposes we have told you about and limited only to those purposes;
  • Accurate and kept up to date;
  • Kept only as long as necessary for the purposes we have told you about; and
  • Kept securely

In connection with your application to work with us, we will collect, store, and use the following categories of personal data about you:

  • The information you have provided on your CV, any covering letter and on our application form, including name, title, address, telephone number, personal email address, date of birth, gender, employment history and qualifications; and
  • Any other information you provide to us during the application process (e.g. interview or other assessment, including social media checks for some roles).

We may also collect, store and use the following "special categories" of more sensitive personal data provided by you:

  • Information about your race or ethnicity and religious beliefs;
  • Information about your right to work in the United Kingdom;
  • Information about your health, including any medical condition, health and sickness records; and
  • Information about criminal convictions and offences.

Under UK GDPR we process your personal data using one of the following legal bases:

  • Processing is necessary for the performance of a contract to which the data subject (you) is party or in order to take steps at the request of the data subject prior to entering into a contract, or
  • The data subject (you) has given consent to the processing of his or her personal data for one or more specific purposes, or
  • Processing is necessary for compliance with a legal obligation to which the controller (us) is subject.
  • We have a legitimate interest in deciding whether or not you are suitable for a particular role.
  • We have a legitimate interest in improving our candidate recruitment procedures.

In addition, where we process any special category data about you, we will only do so using the additional legal bases of:

  • The data subject (you) has given explicit consent to the processing of those personal data for one or more specified purposes; and
  • Processing is necessary for the purposes of carrying out the obligations and exercising the specific rights of the controller or of the data subject in the field of employment and social security and social protection law.

We may collect personal data about you (if necessary and relevant) from the following sources:

  • You, the candidate;
  • Relevant third parties (see section 7);
  • Your named referees, from whom we request the following categories of data: name, job title, dates of employment, salary; and
  • from third parties obtained from publicly accessible sources such as LinkedIn and CV search Job Boards including Caterer, Leisure Jobs, Total Jobs, Reed and Indeed.

We will use the personal data we collect about you to:

  • Assess your skills, qualifications, and suitability for the role;
  • Carry out background and reference checks, where applicable;
  • Communicate with you about the recruitment process;
  • Keep records related to our hiring processes;
  • Contact you via job alerts and/or via our talent bank for future opportunities where we have your consent to do so; and/or
  • Comply with legal or regulatory requirements.

We will process your personal data in order to decide whether to appoint you to a role within our business and to decide whether to enter into a contract of employment with you.

An automated decision will initially be made with no human intervention. For example, candidate responses to certain questions will auto regret candidates from the selection process and the application is automatically regretted via the Dayforce system. This is a necessary step for the entry into a contract.

Having received your application, our HR team will then process your information to decide whether you meet the basic requirements to be shortlisted for the role and you may receive a screening call from a member of our Recruitment team.

If you are shortlisted, we will decide whether your application is strong enough to invite you for an interview. If we decide to contact you for an interview, we will use the information you provide to us at the interview to decide whether to offer you the role. If we decide to offer you the role, we will carry out background and reference checks, where applicable; then carry out other checks, such as right to work, criminal record checks (if relevant) and credit checks (if relevant) before your first day of employment. If your role requires the need for a Security Industry Authority (SIA) licence, we will request a copy of appropriate credentials prior to your start date.

6.1 If you fail to provide personal data

If you fail to provide information when requested, which is necessary for us to consider your application (e.g. evidence of qualifications or work history), we will not be able to process your application successfully. For example, if we require references or a credit check for a role and you fail to provide us with these, we will not be able to progress your application.

6.2. How we use particularly sensitive personal data

During the recruitment process with us if you have any reasonable adjustments, you need us to implement to ensure you are comfortable and accommodated during your interview or selection process please let us know in advance so we can accommodate your needs. Any sensitive data you may provide us will be held in the strictest confidence and will have no bearing on your application.

If you are successful in your application for a position of employment, we may use your sensitive personal data in the following ways:

  • We will use information you provide in your health questionnaire to provide any necessary reasonable adjustments during your employment. This information will be held securely and only accessible by relevant employees.
  • We will use information about your race or nationality or ethnic origin and religious, philosophical, or moral beliefs or your sexual life or sexual orientation to ensure meaningful equal opportunity monitoring and reporting via our Diversity and Inclusion form. This information will be kept separate from your personnel record and anonymised.

The above information that you provide will only processed with your explicit consent to do so and is not a mandatory requirement.

6.3. Information about criminal convictions

Depending on the role you apply for, we may collect information about your criminal convictions history if we would like to offer you the role (conditional on checks and any other conditions, such as references, being satisfactory). We are entitled to carry out a criminal record check in order to satisfy ourselves that there is nothing in your criminal convictions history which makes you unsuitable for the role. In particular:

  • Where we are legally required to carry out criminal record checks to identify candidates who may be unsuitable to, or be prohibited from working with Children, Young People or Adults at Risk.
  • The role is one which requires a high degree of trust and integrity and so we would ask you to seek a basic disclosure of your criminal records history.

‘Disclosure and Barring Service’ (DBS/DB) Checks are background checks carried out on individuals that detail all or some of their criminal history. This check replaces the ‘Criminal Records Bureau’ check (CRB) as of December 2021 in England and Wales. In Scotland this service is provided by Disclosure Scotland (DS). A DBS/DS Check also known as a Disclosure, will, depending on the level of check undertaken, identify any convictions, cautions, final warnings or reprimands, relevant to the prospective employment and can also include intelligence from the police that may affect an individual’s suitability for certain employment.

We currently require DBS checks for all established employees, selected seasonal roles on our holiday parks. We also DBS check selected central roles. We conduct either a basic or enhanced check, depending on your role.

We have in place our Disclosure and Barring Service (DBS) England & Wales and Disclosure Scotland (DS) Policy document which documents the safeguards which we are required by law to maintain when processing such data.

6.4. Credit Checks

Depending on the role you apply for, as part of our pre-employment checks we may collect information about your credit history, if we would like to offer you the role (conditional on checks and any other conditions, such as references, being satisfactory). We carry out a credit check in order to provide an overall risk assessment, these checks will look at any County Court judgements (CCJ), Individual Voluntary Agreements (IVAs), and bankruptcy.

Credit checks are required due to the significant increase in fraudulent activity in the UK and may be a third party supplier requirement. They are an important tool to form part of pre-employment check. A professional credit check reduces the risk of fraudulent activity taking place on our holiday parks, and central operations and it can support in protecting our customers and employees.

6.5. surveys

To ensure we continually review and make necessary improvements to our procedures to enhance and improve the candidate recruitment journey, when you apply for a position with Parkdean Resorts and go through our recruitment process you may be contacted from a third party and invited to complete an optional survey on your recruitment experience.

The following third parties may process your personal data that you provide to them for the purpose of entering into a contract of employment with us, after which they will share this information with us:

  • Experian (References, DBS Checks, Credit Checks (if relevant)
  • Trust ID (Right to Work Checks)
  • Survale (optional surveys)

These third-party service providers are required to take appropriate security measures to protect your personal data in line with UK GDPR. You can view how they process your personal data in the Privacy policy links above.

If you apply for a position with us via a third-party recruitment agency such as; Detail 2 Recruitment, People Factor, Leisure People, 4 Leisure, Portfolio Payroll, NRG, Nigel Wright, Paul Card Recruitment, Hays, Green Bean, Tek Systems and Stanley, Royce, Jones they will pass your personal information onto us for the purposes of potential employment.

We use the following third-party systems to process your personal data:

  • Attrax (Webhost of PDR Careers website)
  • Dayforce (Human Resource management system)
  • Experian
  • Trust ID

We have taken the appropriate steps via Data Protection Impact Assessments to assure ourselves of appropriate security measures alongside UK GDPR compliance. you can view how they process your personal data in the Privacy policy links above.

We have put in place appropriate security measures to prevent your personal data from being accidentally lost, used or accessed unlawfully, altered or disclosed. In addition, we limit access to your personal data to those employees, agents, contractors and other third parties who have a business need-to-know. They will only process your personal data on our instructions, and they are subject to a duty of confidentiality.

We have put in place procedures to deal with any data security breach and will notify you and any applicable regulator of a breach where we are legally required to do so.

We will retain your personal data for a period of 18 months after we have communicated to you our decision about whether to appoint you to the role. We retain your personal data for that period so that we can show, in the event of a legal claim, that we have not discriminated against candidates on prohibited grounds and that we have conducted the recruitment exercise in a fair and transparent way. After this period, we will securely destroy your personal data in accordance with our Data and Document Retention Policy. Any successful applications would be retained on your employee personnel record and held in line with our Data and Document Retention Policy.

If we wish to retain your personal data on file, on the basis that a further opportunity may arise in future and we may wish to consider you for that, we will seek your consent to retain your personal data for a fixed period on that basis. You can withdraw your consent to this at any time by contacting careers@Parkdean-Resorts.com

In addition, you will be given the opportunity to sign up for job alerts from our Careers website, so in the event you search for a job on our website and there are none available at that current time in your chosen area of specialist or location you can choose to opt in to receive future email alerts via our Careers website. All future email alerts will include an opt-out facility so you can withdraw from alerts at any time.

Under certain circumstances, by law you have the right to:

  • Request access to your personal data (commonly known as a "data subject access request"). This enables you to receive a copy of the personal data we hold about you);
  • Request correction of the personal data that we hold about you. This enables you to have any incomplete or inaccurate information we hold about you corrected;
  • Request erasure of your personal data. This enables you to ask us to delete or remove personal data where there is no good reason for us continuing to process it and there is no exemption under data protection law. You also have the right to ask us to delete or remove your personal data where you have exercised your right to object to processing (see below);
  • Object to processing of your personal data where we are relying on a legitimate interest (or those of a third party) and there is something about your particular situation which makes you want to object to processing on this ground;
  • Request the restriction of processing of your personal data. This enables you to ask us to suspend processing of your personal data, for example if you want us to establish its accuracy or the reason for processing it; and
  • Request the transfer of your personal data to another party.

You will not have to pay a fee to access your personal data (or to exercise any of the other rights).

We may need to request specific information from you to help us confirm your identity and ensure your right to access the information (or to exercise any of your other rights). This is another appropriate security measure to ensure that personal data is not disclosed to any person who has no right to receive it.

We handle all requests in accordance with applicable law. However, depending on the right you wish to exercise, and the nature of the personal information involved, there may be legal reasons why we cannot grant your request.

Any requests should be directed to our Data Protection team who can be emailed at: Data.Protection@Parkdean- Resorts.com

Our website uses cookies. For more information, please see our Cookies Policy.

The Data Protection Officer has responsibility for overseeing compliance with this privacy notice. If you have any questions about this privacy notice or how we handle your personal data, please contact the Data Protection team. You have the right to make a complaint at any time to the Information Commissioner's Office (ICO), the UK supervisory authority for data protection issues. We would, however, appreciate the opportunity to deal with your concerns before you approach the ICO, so please contact us in the first instance.

The Data Protection Officer
Parkdean Resorts
One Gosforth Park Way
Gosforth Business Park
Newcastle upon Tyne
NE12 8ET

Telephone: 0191 256 0795
Email: DPO@Parkdean-Resorts.com

This notice was last updated in June 2024 and will be reviewed and updated on an annual basis, or earlier if applicable.

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