Recruitment Privacy Policy
BADGEMORE PARK RECRUITMENT PRIVACY POLICY
For job applicants and prospective workers
Last updated: July 2026
- Introduction
This Recruitment Privacy Notice explains how Badgemore Park collects, uses, stores and shares personal data about job applicants, prospective employees, workers, contractors and individuals applying for work with us.
- Who we are
The data controller is:
Premier Golf Developments Limited trading as Badgemore Park
Company number: 03353424
Trading address: BadgemorE Park, Badgemore, Henley-on-Thames, Oxfordshire, RG9 4NR
Registered office: Ground Floor, Afon House, Worthing Road, Horsham, West Sussex, RH12 1TL
ICO registration number: ZA142960
Email: BusinessDirector@badgemorepark.com
- Personal data we collect
We may collect and use the following information during recruitment:
- name, address, email address and telephone number;
- CV, covering letter and application form details;
- employment history;
- education, qualifications and training;
- skills, experience and professional memberships;
- interview notes and assessment results;
- references;
- right to work information;
- identity documents;
- salary expectations;
- availability and notice period;
- driving licence information, where relevant;
- information about reasonable adjustments;
- information provided during interviews or assessments;
- correspondence with you;
- recruitment decision records.
Where relevant and lawful, we may also collect special category data, such as health information relating to reasonable adjustments or equal opportunities monitoring.
We may process criminal offence data only where the role requires it or where another lawful basis applies.
- How we collect recruitment data
We may collect personal data:
- directly from you;
- from your CV, application form or covering letter;
- from recruitment agencies;
- from job boards;
- from referees;
- from former employers;
- from professional bodies;
- from right to work checks;
- from publicly available professional profiles, where relevant and proportionate.
- Why we use recruitment data
| Purpose | Lawful basis |
| Assessing your application | Legitimate interests / steps before entering into a contract |
| Communicating with you about recruitment | Legitimate interests / steps before entering into a contract |
| Conducting interviews and assessments | Legitimate interests |
| Checking qualifications, experience and suitability | Legitimate interests / legal obligation where applicable |
| Taking up references | Legitimate interests |
| Checking right to work | Legal obligation |
| Considering reasonable adjustments | Legal obligation / special category employment condition |
| Making recruitment decisions | Legitimate interests / steps before entering into a contract |
| Keeping recruitment records | Legitimate interests / legal obligation |
| Defending legal claims | Legitimate interests / legal obligation |
| Equal opportunities monitoring | Legitimate interests / substantial public interest where applicable |
- Special category data
We may process special category data during recruitment where necessary and lawful. This may include health information where you request reasonable adjustments or where relevant to your ability to carry out a role safely.
We may also collect equal opportunities information. Where collected, this will be used for monitoring and reporting and will not usually be used to make recruitment decisions.
- References
We may contact referees provided by you. Normally, we will only contact referees after an offer has been made, unless we tell you otherwise or you agree to earlier contact.
- Right to work checks
We are legally required to check that successful applicants have the right to work in the UK. We may ask you to provide identity and right to work documents before employment starts.
- Criminal record checks
We will only request criminal record information or DBS checks where this is lawful, necessary and relevant to the role.
- Who we share recruitment data with
We may share recruitment data with:
- recruitment agencies;
- HR software providers;
- job boards;
- referees;
- professional advisers;
- occupational health providers, where relevant;
- background check providers, where relevant;
- government bodies where required;
- legal advisers, insurers, courts or tribunals where necessary.
Where third parties process data on our behalf, we require them to protect it appropriately.
- International transfers
Some recruitment systems or suppliers may process personal data outside the UK.
Where personal data is transferred outside the UK, we will ensure appropriate safeguards are in place, such as UK adequacy regulations, the UK International Data Transfer Agreement, the UK Addendum to the EU Standard Contractual Clauses, or another lawful transfer mechanism.
- How long we keep recruitment data
| Type of applicant data | Typical retention period |
| Unsuccessful applications | Usually 6–12 months after the recruitment process ends |
| Interview notes and assessment records | Usually 6–12 months |
| Speculative applications | Usually 6–12 months |
| Talent pool records | Only with consent, normally up to 12 months |
| Successful applicant records | Transferred to personnel file and retained in line with the Staff Privacy Notice |
| Right to work checks for successful applicants | Employment period plus at least 2 years |
| Legal claim or dispute records | As long as necessary for the claim or dispute |
- Automated decision-making
We do not usually make recruitment decisions based solely on automated decision-making.
If this changes, we will provide appropriate information about the logic involved, the significance of the processing and your rights.
- Security
We take appropriate steps to protect recruitment data against unauthorised access, loss, misuse or disclosure.
Access to recruitment data is restricted to those who need it for recruitment, HR, management, legal or compliance purposes.
- Your rights
You may have the following rights:
- right of access;
- right to rectification;
- right to erasure;
- right to restriction;
- right to object;
- right to data portability;
- right to withdraw consent where processing is based on consent;
- rights relating to automated decision-making and profiling.
These rights are not absolute and may be subject to legal exemptions.
To exercise your rights, contact:
BusinessDirector@badgemorepark.com
- Complaints
If you have concerns about how we process your personal data, please contact us first.
We will acknowledge data protection complaints within 30 days and respond without undue delay.
You also have the right to complain to the Information Commissioner’s Office.
Information Commissioner’s Office
Website: www.ico.org.uk
Telephone: 0303 123 1113
- Changes to this notice
We may update this Recruitment Privacy Notice from time to time. The latest version will be made available to applicants where appropriate.