Mitsubishi Electric Europe B.V. ('Mitsubishi Electric', 'we', 'us') is committed to protecting and respecting your privacy. This notice explains how we collect, use, and protect your personal data during our recruitment processes, whether you apply directly, via social media, or through recruitment agencies. It also sets out your rights under UK GDPR and the Data Protection Act 2018.

The Mitsubishi Electric entity to which you apply is the Data Controller for your personal data. For certain group‑wide recruitment systems and governance processes, Mitsubishi Electric Europe B.V. may also act as an independent Data Controller. Where this is the case, each entity determines its own purposes and means of processing your data. Contact details are provided in section 13.

We may collect and process the following categories of personal data: identification and contact details; employment history, qualifications, skills and experience; information contained in your CV, cover letter or application form; records of correspondence and progress through the recruitment process; interview recordings, including video interviews; data from publicly available sources such as LinkedIn; data provided by recruitment agencies; special category data such as health, ethnicity, sexual orientation or disability information, where legally permitted and necessary; criminal conviction data for roles where authorised by law; and system‑generated logs and assessment data used for recruitment analytics.

We collect your personal data directly from you through application forms, CVs, interviews and correspondence; from publicly available social media profiles relevant to assessing your suitability; through recruitment agencies; and from third parties such as referees or former employers.

If your application progresses to offer, we may use Zinc to carry out background checks. These checks help us confirm information such as your right to work, employment references, qualifications, and – for some roles – criminal record (DBS) checks, where this is required by law.

You will usually provide the information directly through Zinc’s secure platform. Some checks, such as identity verification, may use photos or facial images to confirm your identity. This supports legal checks like right-to-work. All results are reviewed by our Recruitment or People Team members – no final decision is made by a computer alone.

In a small number of cases (for example, if social media screening is used), some information may be processed outside the UK. Where this happens, we put appropriate safeguards in place to protect your data and comply with UK data protection law.

Zinc acts on our instructions and only uses your information for the checks referred to above. You will also see Zinc’s own privacy information when you complete your checks

We process your personal data under the following lawful bases: legitimate interests (including operating a fair recruitment process and maintaining candidate records); contractual necessity (to take steps prior to entering into an employment contract); legal obligations (such as right‑to‑work checks); and consent, but only for optional activities such as joining a talent pool or receiving job alerts. Special category and criminal conviction data are processed under the relevant Data Protection Act 2018 Schedule 1 conditions.

Your data is used to review and process your application, communicate with you during recruitment, conduct pre‑employment checks, analyse and improve recruitment processes, manage candidate pools where you opt in, make reasonable adjustments for disabilities, and conduct equal opportunities monitoring in an anonymised and aggregated form.

Certain early‑stage screening steps may involve automated processing, such as verifying right‑to‑work responses or assessing basic eligibility criteria. These processes may determine whether you progress to the next stage, but no final hiring decision is made solely through automated means. You have the right to request human intervention, express your views, or contest an automated assessment.

We may share your data with recruitment platforms such as Workable; recruitment agencies; service providers supporting recruitment activities, including assessment and background check providers; Mitsubishi Electric group companies for group‑wide recruitment activities; regulatory authorities where required by law; professional advisers; and IT service providers supporting recruitment systems.

Where your data is transferred outside the UK or EEA, we apply appropriate safeguards such as the UK Addendum to the EU Standard Contractual Clauses or the UK International Data Transfer Agreement, supported by Transfer Risk Assessments.

We implement technical and organisational measures to protect your data, including access controls, multi‑factor authentication, encryption, system monitoring, and role‑based permissions. Data is securely retained and disposed of according to our internal policies.

We retain unsuccessful candidate data for up to 12 months for legal claims purposes. Where you opt in to join our talent pool, we may retain your data for up to 12 months for future employment opportunities. Data for active and archived roles is retained for up to 12 months. If you were sourced but not contacted, your data will be deleted within 30 days. Successful candidate data will be transferred to your personnel file and retained in accordance with our employee privacy notice.

You have the right to access your personal data, request correction or erasure, restrict or object to processing, withdraw consent where applicable, and request data portability. You may also lodge a complaint with the Information Commissioner's Office (ICO).

For queries or to exercise your rights, contact the Mitsubishi Electric Data Management Office at DMT@meuk.mee.com

You may also contact the ICO at www.ico.org.uk