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Summer is often a time when the flow of news briefly slows down. This summer, however, showed the opposite. Several cases came to public attention involving surveillance, health data, artificial intelligence, video surveillance and Estonia’s digital sovereignty. Although the topics were different, they all led to one question: where is the line between technological convenience, security, and people’s rights and privacy?

Every organisation that processes personal data has a responsibility to ensure that it is handled securely, transparently, and in compliance with applicable legislation. For accounting firms, this responsibility is particularly significant, as they work daily with financial records, personal identification numbers, payroll information, contact details, and other highly sensitive data.

Imagine that 150 people apply for a single position. How can an employer identify the five most suitable candidates? How can employee turnover risk be assessed, or how can one analyse which tasks are best suited for a specific individual? In addition, can artificial intelligence be used to prepare legally required documentation to assess the impact of AI use on personal privacy? These questions no longer belong to a distant future but have become part of everyday working life and the discussions surrounding it.

Data is one of the most valuable assets of today’s digital economy, and managing it responsibly is not merely a legal obligation. It is a strategic investment in a company’s future and trustworthiness. However, many entrepreneurs still see the General Data Protection Regulation (GDPR) as an obstacle or incomprehensible paperwork that is prepared roughly once every five years and then filed away in a drawer. In reality, the problem is not GDPR itself, but the tools – or the lack of them.

Startups, small businesses, and organizations in the growth phase primarily focus on developing their operations, which often pushes conscious data collection and management to the background. There is frequently no clear understanding of how a data strategy supports business growth or how to manage data protection consistently and sustainably. At the same time, data protection is not only important at the start of operations – it becomes especially critical when a company is preparing to take its next growth leap.

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The burden of data protection compliance often falls on overstretched employees. Many SMEs can’t afford or even find a full-time data protection officer (DPO). And understanding GDPR is no small feat on its own.

If you’re running a business as an Estonian e-resident, GDPR compliance isn’t optional – it’s essential.

Personal data protection is, and should become, a normal part of providing high-quality services. However, hiring a dedicated data protection officer is far from practical for everyone, writes Kaisi Udumäe, co-founder of the data startup DataVie. In an article submitted to the “Edukas Eesti” opinion competition.

In the first episode of the year, the podcast “Töö ja palk” turns to employment law and focuses on making sure that all work-related activities stay within the boundaries of the law.

Leaving aside so-called “one-man-and-a-dog” companies, there is probably no company that does not come into contact with recruiting new employees in its everyday operations. Awareness, transparency, consistency through documentation, and security should be core values for every company. Together, they also form the foundation of good data protection hygiene. This is becoming an increasingly important part of an attractive employer brand.

This webinar focuses on the practical application of GDPR in recruitment. Data protection officer Piia Laks-Järve and Recrur founder Marit Alaväli discuss what employers and recruiters should know when processing candidates’ personal data during the hiring process.

The webinar covers key questions related to GDPR in recruitment, including transparency, lawful processing, candidate consent, background checks, data retention, cooperation with recruitment partners and the use of recruitment software.

A central message of the webinar is that recruitment is not only about finding the right employee. It is also about building trust with candidates. A professional recruitment process should respect people’s personal data and handle it responsibly from the first contact to the final decision.

Protecting people’s data should be as natural a part of data processing as washing your hands before a meal. DataVie helps companies live with GDPR in a way that turns an annoying side task and legal requirement into long-term business value, and makes the fear of fines a thing of the past.