{"id":6134,"date":"2025-04-11T14:58:45","date_gmt":"2025-04-11T11:58:45","guid":{"rendered":"https:\/\/arbeidsadvocaat.nl\/are-you-allowed-to-view-your-own-personnel-file\/"},"modified":"2026-08-16T15:46:48","modified_gmt":"2026-08-16T12:46:48","slug":"are-you-allowed-to-view-your-own-personnel-file","status":"publish","type":"post","link":"https:\/\/arbeidsadvocaat.nl\/en\/are-you-allowed-to-view-your-own-personnel-file\/","title":{"rendered":"Are you allowed to view your own personnel file?"},"content":{"rendered":"\n

Introduction<\/strong><\/h4>\n\n

Employees have the right to access their personnel files. This right is enshrined in the GDPR. This blog explains how you can gain access, what information you are allowed to request, and what restrictions apply. <\/p>\n\n

Right to Access Your Personnel File<\/strong><\/h4>\n\n

Many employees wonder exactly what is included in their personnel file. Good news: as an employee, you have the right to access your personnel file. Such a file typically contains all kinds of information, such as your employment contract, performance reviews, diplomas, and correspondence regarding your job performance. <\/p>\n\n

Under Article 15 of the General Data Protection Regulation (GDPR), you not only have the right to access your file, but you may also request a copy of it. An employer is required to cooperate and provide this information. <\/p>\n\n

Not everything has to be shared<\/strong><\/h4>\n\n

Please note: not all information in the personnel file is subject to the right of access. Personal work notes and internal memos intended solely for consultation or deliberation within the company do not have to be disclosed. Emails from colleagues that mention your name are also often excluded from access, to protect the privacy of others. <\/p>\n\n

An employer must therefore balance your right to access your data against the need to protect the privacy of others.<\/p>\n\n

Right to Correct Data<\/strong><\/h4>\n\n

In addition to the right to access your data, as an employee you also have the right to correct it. Under certain circumstances, you can have data supplemented, amended, or restricted. This applies, for example, if there are factual inaccuracies in your file. <\/p>\n\n

However, if it\u2019s a negative evaluation that you disagree with, you can\u2019t simply have it removed or changed. You do, however, have the right to add your own response or comment to the personnel file. That way, your side of the story will also be included in the file. <\/p>\n\n

Would you like to know how to request access to your data, or do you need help correcting your information? If so, it\u2019s a good idea to seek legal advice. <\/p>\n\n

Conclusion<\/strong><\/h4>\n\n

As an employee, you have the right to access and correct your personnel file. Not all internal documents are subject to this right of access, but factual inaccuracies can be corrected. A well-drafted request for access or correction helps protect your position. <\/p>\n\n

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This blog was written by Stijn Blom, Esq., an employment law attorney at Arbeidsadvocaat.nl B.V. Stijn has extensive experience in employment law and assists business owners on a daily basis with a wide range of employment law issues. From dismissal cases to drafting watertight contracts and policies\u2014with his practical and personalized approach, he helps employers and employees move forward. Want to learn more? Visit Stijn\u2019s page<\/a>. <\/p>\n\n

Arbeidsadvocaat.nl is happy to assist you if you have any questions about personnel files. Please feel free to contact us <\/a>. <\/p>\n\n

April 2025<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

Introduction Employees have the right to access their personnel files. This right is enshrined in the GDPR. This blog explains how you can gain access, what information you are allowed to request, and what restrictions apply. Right to Access Your Personnel File Many employees wonder exactly what is included in their personnel file. Good news: […]<\/p>\n","protected":false},"author":8,"featured_media":6136,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"navigation_state":true,"_joinchat":[],"footnotes":""},"categories":[26],"tags":[],"class_list":["post-6134","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-exclude"],"_links":{"self":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts\/6134","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/comments?post=6134"}],"version-history":[{"count":0,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/posts\/6134\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/media\/6136"}],"wp:attachment":[{"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/media?parent=6134"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/categories?post=6134"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/arbeidsadvocaat.nl\/en\/wp-json\/wp\/v2\/tags?post=6134"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}