Information Rights Case Handler (20 hours/week) - Secondment/FTC

Cambridgeshire Constabulary; Luton; On-site; GBP 13,000 - 18,000; Part time

Job summary

Bedfordshire Police is seeking an Information Rights Case Handler (20 hours per week) in Luton on a fixed-term contract. The role operates within the Information Management Department and handles Subject Access Requests and other information requests under the Data Protection Act.

The position is a secondment/FTC with pro rata salary, based at Luton Police Station on a 15-month contract, with potential for permanency. Internal applicants and vetting provisions apply.

Qualifications

• Experience handling data protection or information rights requests.
• Familiarity with the Data Protection Act and information rights processes.
• Ability to process cases and handle inquiries under DP/FOI regimes.

Responsibilities

• Handle enquiries and requests regarding casework under the Data Protection Act (e.g. Subject Access Requests).
• Work within the Information Rights Team to process information requests.
• Gain exposure to broader Information Management Department activities.

Skills

Data Protection Act

Subject Access Requests

Information Rights

Job description

Information Rights Case Handler (20 hours/week) - Secondment/FTC

Department Information Management

Contract Type Internal Secondment, Part Time

Contract Duration Fixed Term Contract, Temporary

Location Luton

BEDS

Grade Scale 6

Please note, if this is a paid role and the role is part time then the salary quoted will be pro rata based on the hours worked per annum.

The role provides an excellent opportunity to play a crucial role within the Information Management Department, based at Luton Police Station on a fixed term 15 month contract with the potential for this to become permanent.

The job holder will work for Bedfordshire Police, within the Information Rights Team and will be responsible for handling all enquiries and requests regarding casework under the Data Protection (DP) Ac, e.g. Subject Access Requests and third-party information requests. The job holder will gain a wide exposure to the work of the IMD.

Further information on the post can be obtained from: James COOPER on [e-mail]

Additional Advert Information

• Internal Applicants
  Internal applicants must have successfully completed their probationary period.
• Vetting Process
  Please note that, as part of the vetting process, the BCH Vetting Unit may need to contact your current line manager for a Supervisor Appraisal. This requirement aligns with the 2025 National Guidelines for Vetting (APP 6.5.18).
  Examples of when this may apply include:
• Transferring to another force
• Moving into a role requiring MV clearance (even if you currently hold MV clearance)
• Moving into or working in a role involving close contact with vulnerable individuals

If any of the above apply to you, please expect your line manager to be contacted when you submit your vetting application.

• Redeployment and Redundancy
  This vacancy is open to employees at risk of redundancy and will remain available to redeemployees until a final offer has been agreed and accepted.
  Redeployees at risk of redundancy will take priority over all other applicants at any stage of the recruitment process. If successful, redeployees will remain on their home force’s terms and conditions.
• Role Profile
  We recommend downloading and saving a copy of the role profile, as it will no longer be accessible once the advert closes.
• Commitment to Inclusion
  As a Disability Confident Leader, we are committed to creating an inclusive workplace where everyone feels respected, valued, and able to be themselves. We provide workplace adjustments wherever needed so that all colleagues can thrive.
  If you have a disability and meet the minimum criteria for the role, you will be guaranteed an interview under the Offer an Interview Scheme.

Help us deliver outstanding policing for everyone.

We believe that to serve our communities effectively, we need people from all backgrounds, bringing a wide range of life and professional experiences. This helps us reflect the communities we serve and ensures we deliver the best possible service.

Why Choose a Career in Policing?

Bedfordshire Policeis recognised as a pioneering and forward-thinking service, responsible for policing a large, diverse, and multicultural population.

If you're looking for a meaningful and rewarding career—where you can make a real difference, take on new challenges, and gain a wide variety of experiences—then we want to hear from you.

What We Offer

• Pension Schemes: Access to the Local Government Pension Scheme, with employer contributions and death-in-service benefits.
• Generous Annual Leave: 24 to 33 days (depending on rank and length of service).
• Sick Pay: Up to six months full pay and six months half pay (depending on service).
• Family Leave: Occupational maternity, adoption, and paternity pay (depending on service).
• Carers and Discretionary Leave
• Flexible Working: Including compressed hours, flexible shifts, job sharing, annualised hours, and agile working (role dependent).
• Wellbeing Support: Local wellbeing teams, on-site gym facilities and exercise classes (location dependent).
• Sports & Social Clubs: Enjoy discounts, trips, and events through our dedicated clubs.
• Cycle to Work Scheme
• Blue Light Card App: Option to sign up for discounts in-store and online for emergency service workers.
• Financial Support: Access to Police Mutual for savings plans, insurance, loans, and independent financial advice.
• Employee Assistance Programme: Confidential support for personal and professional wellbeing.
• Staff Support Networks: Including groups for Black and Minority Ethnic colleagues, LGBTQ+ colleagues, disability awareness, menopause support, faith-based groups, and more.
• Trade Union Membership: Access to UNISON.
• Career Development: Opportunities for progression, promotion, and leadership training.

Equality, Diversity & Inclusion

We are committed to building a workforce that is inclusive and truly representative of the communities we serve. We welcome applications from individuals of all backgrounds, especially those currently under-represented in policing, including:

• Black, Asian and Minority Ethnic communities
• People of all ages and abilities
• All faiths and religions
• LGBTQ+ communities
• Individuals from disadvantaged or marginalised backgrounds

All applications are assessed fairly and based on the evidence you provide and your suitability for the role.

Disability Confident Logo

Recruitment and Selection Policy

Internal applicants who are at risk of redundancy or in need of redeployment and pass the selection process, will be offered the role over the remaining internal and external applicants.

Police Barred and Advisory Lists

Individuals placed on the Police Barred and Advisory lists will not be considered for employment by the police for a minimum of 5 years from the date of listing in the case of gross misconduct, or 3 years from the date of listing in the case of poor performance.

Vetting and Safeguarding

We are committed to safeguarding and operate safer recruitment processes, to ensure a police service that employees are proud to work for because they feel safe, valued and part of a happy and supportive work environment. All employees and volunteers therefore will be subject to background checks including vetting and references.

Bedfordshire Police recognises the growing use of AI tools in preparing job applications. While these tools can support you in expressing your skills and experience more effectively, their use must align with the principles of honesty, integrity, originality, and personal accountability. We want to learn about you and your own personal experiences and how these make you suitable for the role, this will be assessed throughout the recruitment process including at interview, which AI cannot replace.