It is our policy to retain employee records for a period of six years after termination of employment so as to cover for the statute of limitations. My question is what, if any are the limitations on the retention of specific items which can be held on staff records e.g. accident information, training data, absence data etc?

Posted in : First Tuesday Q&A ROI on 1 March 2011
A&L Goodbody
A&L Goodbody
Issues covered:

Certain statutes have specific requirements regarding the retention of employee records. For example under the Organisation of Working Time Act, 1997 an employer is obliged to maintain records for a period of 3 years from the date of their making.

With regard to maintaining records for 6 years post termination of employment, this is sufficient to comply with the provisions of most Irish statutes and for personal injuries and other common law claims. However, the Data Protection Acts 1988 and 2003 require that personal data and sensitive personal data should only be retained for as long as is necessary for the purpose for which it was gathered in the first instance, which may be less than 6

Already a subscriber?

Click here to login and access the full article.

Don't miss out, register today!

Are you fully aware of the benefits of Legal-Island's Irish Employment Law Hub? We help thousands of people like you understand how the latest changes in Irish employment law impact your business through a mix of case law analysis and in-depth articles. All delivered right to your inbox.

We help you to understand the ramifications of each important case from Ireland and Europe.

We help you ensure that your organisation's policies and procedures are fully compliant with Irish law.

You will receive regular updates on Irish employment law including case law reviews, legislative changes, topical updates as well as answers to your burning questions through our Q&A feature.

You will have 24/7 access to the Employment Law Hub so you can research case law and HR issues when you need to.

Already a subscriber, now or Register

Back to Q&A's This article is correct at 02/09/2015

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

A&L Goodbody
A&L Goodbody

The main content of this article was provided by A&L Goodbody. Contact telephone number is +353 1 649 2000 or email

View all articles by A&L Goodbody