Privacy Policy

JOB APPLICANTS' PRIVACY NOTICE

WHO ARE WE?
Cameron Mackintosh Limited (company number 1490880) registered in England & Wales at One Bedford Square, London, WC1B 3RB, is one of the world's most successful theatrical producers. We produce legendary musicals including Les Misérables, The Phantom of the Opera, Cats, Miss Saigon, and Hamilton, and we own and operate eight historic London theatres.

Under data protection law, Cameron Mackintosh Limited is the 'data controller' for your personal information during the recruitment process. This means we're responsible for deciding what personal data we collect when you apply for a job with us, how we use it, and keeping it safe and secure.

We're committed to protecting your privacy and keeping any personal data, you provide to us confidential at all times, in accordance with UK data protection laws. This Privacy Notice sets out how we handle your personal information during recruitment. All personal data collected by Cameron Mackintosh Limited is processed in compliance with the requirements of the UK General Data Protection Regulation, the UK Data Protection Act 2018 and any other relevant legislation.

Our Data Protection Officer:
Email: [email protected]
Post: Data Protection Compliance Manager, Cameron Mackintosh Limited, One Bedford Square, London, WC1B 3RB
ICO Registration Number: ZA152194

WHO DOES THIS PRIVACY NOTICE APPLY TO? 
This Privacy Notice applies to you if you:
  • Apply for a job at Cameron Mackintosh Limited (whether through our website, via email, or through a recruitment agency)
  • Send us your CV or details on an unsolicited basis (e.g., sending your CV 'on spec')
  • Attend interviews or auditions for employment positions
  • Are offered a role with us (subject to pre-employment checks)
By applying for a job with us, you acknowledge this Privacy Notice. If you're offered a position and accept it, you'll receive a separate Employee Privacy Notice when you join our team.

HOW IS YOUR INFORMATION COLLECTED?
We collect personal information about you during the recruitment process in the following ways:

Information you provide directly
  • Job application forms - Information you submit through our careers page or via email
  • Your CV/resume - Your work history, education, skills, and qualifications
  • Cover letters - Additional information you choose to provide about your suitability for the role
  • Interview responses - Information you provide during telephone, video, or face-to-face interviews
  • Correspondence - Any emails, letters, or messages you send us during the recruitment process
Information from third parties
  • Recruitment agencies - If you apply through an agency, they'll share your details with us
  • References - Information from referees you've provided (only after conditional offer)
  • Qualification verification - Confirmation of your academic and professional qualifications from awarding bodies
  • Right to work checks - Verification of your identity and eligibility to work in the UK
  • DBS checks - Disclosure and Barring Service checks (only for roles requiring them)
Information we generate
  • Interview notes - Our assessment of your suitability for the role
  • Assessment scores - Results from any tests or assessments
  • Internal communications - Discussions between hiring managers and HR about your application
WHAT INFORMATION DO WE COLLECT?
The personal information we collect depends on the stage of the recruitment process. We don't collect more than we need, and we won't retain it longer than necessary.

Application stage
  • Personal details - Name, address, email, telephone number
  • Professional information - Work history, employment dates, job titles, responsibilities, achievements
  • Educational background - Qualifications, institutions attended, dates, grades
  • Skills and experience - Relevant skills, certifications, training, languages spoken
  • Right to work - Nationality, visa status, right to work in the UK
  • References - Names and contact details of referees (we won't contact them without your permission)
  • Availability - Notice period, start date availability
  • Salary expectations - If requested for the specific role
Interview stage
  • Interview availability - Dates and times you're available
  • Interview performance - Notes on your responses, assessment of skills and cultural fit
  • Additional information - Any additional details you provide during interviews
Equal opportunities monitoring (optional)
You may be asked to provide equal opportunities information to help us monitor our recruitment practices. This is entirely optional and will not affect your application. If you choose to provide it, we collect:
  • Age range
  • Gender
  • Ethnicity
  • Disability status
  • Sexual orientation
  • Religion or belief
This information is kept separate from your application and is not seen by hiring managers. It's used only for anonymous statistical reporting.

Conditional offer stage
If we make you a conditional offer, we will ask for additional information to conduct pre-employment checks:
  • Identity verification - Original documents (passport, driving licence, birth certificate)
  • Proof of qualifications - Original or certified copies of certificates
  • Right to work documents - Passport, visa, share code (for UK right to work verification)
  • References - We'll contact your referees using the details you provided
  • DBS check - If the role involves working with children or vulnerable adults (e.g., backstage positions, education programs)
  • Health questionnaire - To assess fitness to work and identify reasonable adjustments we may need to make
  • Bank details - For salary payments (only if you accept the offer)
  • Emergency contact - So we know who to contact in an emergency
  • National Insurance number - For payroll and tax purposes
HOW IS YOUR INFORMATION USED?
We use your personal information to assess your suitability for employment and to fulfil our legal and contractual obligations during recruitment. Below sets out the purpose, type of data and the lawful basis for processing. 
  • To assess your suitability for the role you applied for | CV, application form, interview notes, assessment scores | Necessary to take steps prior to entering into a contract; Legitimate interests (to recruit the best candidates)
  • To communicate with you about your application | Name, email, phone number | Necessary to take steps prior to entering into a contract
  • To verify your identity | Name, date of birth, address, identity documents | Legal obligation (right to work checks); Necessary to enter into a contract
  • To verify your right to work in the UK | Passport, visa, immigration status, share code | Legal obligation (Immigration, Asylum and Nationality Act 2006)
  • To verify your qualifications | Qualification certificates, academic records | Necessary to enter into a contract; Legitimate interests (to ensure candidates have required qualifications)
  • To obtain references about your previous employment | Referee contact details, employment history | Necessary to enter into a contract; Legitimate interests (to verify employment history and suitability)
  • To conduct DBS checks (where applicable) | Name, date of birth, address history, DBS certificate | Legal obligation; Necessary to enter into a contract (for certain roles)
  • To assess your fitness to work and identify reasonable adjustments | Health questionnaire responses | Necessary to enter into a contract; Legal obligation (health and safety, Equality Act 2010)
  • To monitor equal opportunities and diversity in recruitment | Equal opportunities data (age, gender, ethnicity, disability, etc.) | Substantial public interest (equality of opportunity and treatment - Schedule 1, Part 2, Paragraph 8 DPA 2018)
  • To maintain recruitment records and demonstrate fair recruitment practices | All application and interview materials | Legitimate interests (to defend against potential legal claims and demonstrate compliance with employment law)
  • To comply with legal and regulatory requirements | Any relevant personal data | Legal obligation
  • To consider you for other suitable roles (if you consent) | CV, application details, skills profile | Consent (you can withdraw this at any time)
SPECIAL CATEGORIES OF PERSONAL DATA
Some of the information we collect is considered "special category" data under data protection law. This includes information about:
  • Health (from health questionnaires)
  • Disability (from equal opportunities monitoring or adjustment requests)
  • Race or ethnicity (from equal opportunities monitoring)
  • Religious beliefs (from equal opportunities monitoring)
  • Sexual orientation (from equal opportunities monitoring)
  • Criminal convictions (from DBS checks, where applicable)
We only collect special category data when:
  • It's necessary for employment purposes (e.g., health data to assess fitness to work)
  • We have a legal obligation (e.g., right to work checks, DBS checks)
  • It's in the substantial public interest (e.g., equal opportunities monitoring)
  • You've given explicit consent (e.g., requesting reasonable adjustments)
Equal opportunities data is kept separate from your application. It's anonymized and used only for statistical reporting. Hiring managers never see it and it doesn't influence hiring decisions.

Health data is only collected after a conditional offer is made. It's used to:
  • Assess whether you can perform the role
  • Identify reasonable adjustments we need to make under the Equality Act 2010
  • Meet our health and safety obligations
Criminal convictions data is only collected for roles that require DBS checks (e.g., positions involving work with children or vulnerable adults). We only collect this information when we're legally entitled to do so.

WHO WE SHARE YOUR INFORMATION WITH
We don't sell or rent your personal information to anyone. We may share your personal information with the following recipients:
  • Internal hiring managers and HR team | To assess your application and make hiring decisions
  • Recruitment agencies (if you applied through an agency) | To coordinate the recruitment process
  • Qualification verification services (e.g., Hedd, universities) | To verify your academic and professional qualifications
  • Reference providers | To obtain employment references (only with your permission and after conditional offer
  • DBS (Disclosure and Barring Service) | To conduct criminal records checks (only for applicable roles)

  • Home Office / UK Visas and Immigration | To verify your right to work in the UK

  • Occupational health providers | To assess health questionnaires and advise on fitness to work (only after conditional offer)

  • IT service providers | To store and manage recruitment data securely

Legal and professional advisors | For legal advice on employment matters if needed

When we share your information with third parties, we ensure:
  • We provide only the information they need for the specific purpose
  • They're contractually bound to keep your information secure and confidential
  • They comply with UK data protection laws
  • They only use your data as we've instructed
We will never contact your referees without your explicit permission.

INTERNATIONAL DATA TRANSFERS
Your personal information is primarily stored and processed in the United Kingdom.

If we need to transfer your data outside the UK (for example, if we use cloud-based recruitment systems with servers abroad), we'll ensure it's protected through:
  • UK International Data Transfer Agreement (IDTA)
  • EU Standard Contractual Clauses (SCCs)
  • Adequacy decisions (for countries recognized as having equivalent data protection)
If you'd like more information about international transfers, contact [email protected].

HOW LONG WILL WE HOLD INFORMATION ABOUT YOU?
We only keep your information as long as necessary for recruitment purposes and to comply with legal obligations. Below sets out the recruitment outcome, retention period and the reason. 
  •  Successful candidates (you're offered and accept a role) | Your application materials and references become part of your employee file and are retained for the duration of your employment + 6 years after employment ends | To maintain employment records and comply with legal obligations (e.g., defending potential employment claims)
  • Unsuccessful candidates (at any stage of the process) | Up to 12 months from the date the position is filled | To handle any queries about the recruitment process and to defend against potential legal claims
  • Interview notes and assessment scores | Up to 12 months from the date the position is filled | To demonstrate fair recruitment practices and defend against potential discrimination claims

  • Equal opportunities data | Up to 12 months from the date the position is filled (whether you're successful or not) | To monitor and report on recruitment diversity and equality

  • Unsolicited CVs (sent 'on spec') | 12 months from receipt | To consider you for suitable vacancies during this period

  • Applicants who consent to be considered for future roles | Up to 24 months from last contact | To keep you informed of suitable vacancies (you can withdraw consent at any time)
After these periods, we securely delete or destroy your personal information. If you'd like us to delete your information sooner, you can request this at any time by contacting [email protected]

UNSOLICITED APPLICATIONS ('ON SPEC' CVS)
If you send us your CV unsolicited (without applying for a specific vacancy), we'll:
  • Retain it for 12 months
  • Consider you for suitable vacancies during this period
  • Circulate it internally to relevant hiring managers as appropriate
  • Always process it in accordance with data protection law
If you don't want us to keep your CV, or want us to delete it before 12 months, contact [email protected]

AUTOMATED DECISION-MAKING
We don't make recruitment decisions based solely on automated processing. All hiring decisions involve human assessment and judgment by our recruitment team and hiring managers. If we use any automated tools (e.g., CV screening software), they're used only to support our recruitment process, not to make final decisions. You'll always have the opportunity for human review and to discuss your application with us.

YOUR RIGHTS
Under UK data protection law, you have the following rights during the recruitment process:

Your right of access - You can ask us for copies of your personal information. This is free of charge unless your request is manifestly unfounded or excessive.

Your right to rectification - You can ask us to correct information you think is inaccurate or incomplete.

Your right to erasure - You can ask us to delete your information in certain circumstances. However, we may need to retain it to comply with legal obligations or defend legal claims.

Your right to restriction - You can ask us to limit how we use your information in certain circumstances (for example, if you're challenging its accuracy).

Your right to object - You can object to us processing your information based on legitimate interests.

Your right to data portability - You can ask us to transfer your information to another organization in a structured, commonly used format.

Your right to withdraw consent - If we're processing your data based on consent (e.g., to consider you for future roles), you can withdraw it at any time.

Your right not to be subject to automated decision-making - You have rights around decisions made solely by automated means. We don't use automated decision-making in our recruitment process.

HOW TO EXERCISE YOUR RIGHTS
To exercise any of these rights, contact:
Post: Data Protection Compliance Manager, Cameron Mackintosh Limited, One Bedford Square, London, WC1B 3RB

We'll respond within one month. For complex requests, we may need up to three months - we'll let you know if we need extra time.

MAKING A COMPLAINT
If you have any concerns about how we have handled your personal data, we will always encourage you to contact us first so we can try to resolve the matter for you. 

Data Protection Officer: Email: [email protected] 
Post: Data Protection Compliance Manager, Cameron Mackintosh Limited, One Bedford Square, London, WC1B 3RB. If you are not satisfied with our response, or you feel we have not handled your concern appropriately, you have the right to lodge a complaint directly with the Information Commissioner's Office (ICO). 

Information Commissioner's Office (ICO): Website: www.ico.org.uk Telephone: 0303 123 1113 Address: Information Commissioner's Office, Wycliffe House, Water Lane, Wilmslow, Cheshire, SK9 5AF

WHAT HAPPENS IF YOU DON'T PROVIDE INFORMATION?
Some information is essential for us to process your application. If you don't provide it, we may not be able to:
  • Assess your suitability for the role
  • Verify your qualifications and employment history
  • Comply with legal obligations (e.g., right to work checks)
  • Progress your application
Mandatory information includes:
  • Personal contact details
  • Employment history and qualifications
  • Right to work status
  • Identity verification (if you reach conditional offer stage)
Optional information includes:
  • Equal opportunities monitoring data (never affects your application)
  • Consent to be considered for future roles
We'll always tell you which information is mandatory, and which is optional.

CHANGES TO THIS PRIVACY NOTICE
We may update this Privacy Notice from time to time to reflect:
  • Changes in recruitment practices
  • New legal requirements
  • Feedback and improvements
When we make changes, we'll:
  • Post the updated notice on our careers page
  • Update the "Last Updated" date at the top
Check this page periodically if you've applied for a role or sent us your CV.

CONTACT US
If you have any questions about this privacy notice or how we handle your data during recruitment:

Data Protection Officer:
Email: [email protected]
Post: Data Protection Compliance Manager, Cameron Mackintosh Limited, One Bedford Square, London, WC1B 3RB

For general recruitment enquiries:
Visit: cameronmackintosh.com/careers
Email: [email protected]
Telephone: 02076378866

You will also find a copy of our Privacy Policy on our website - Home - Cameron Mackintosh