The information Remote collects and provides to clients via the platform is all the information necessary to lawfully employ someone in a given jurisdiction. Remote is liable for this information collection. If a client wishes to collect any additional information, such as diversity and equality data, criminal record information or to engage in some sort of employee tracking and monitoring, etc., Remote cannot take responsibility and the client should independently ensure such further information collection is lawful.
Specifically, when it comes to criminal record information collection by clients, Remote would not object or prevent such practice. However, clients are advised they need to carefully evaluate whether that’s not against applicable law in the employee’s country of residence. Such information can be perceived as particularly private and potentially discriminatory. Specifically, in the EMEA region, criminal record disclosures by employees to employers are allowed only when required by the specific role the employee is fulfilling or when explicitly authorized by statute. Such authorized circumstances usually apply for roles connected to work with vulnerable groups (such as children and the elderly), roles in the legal and judicial systems, roles in the police system and roles in regulated industries such as the finance industry.