Your name and address, of course; your age and marital status, for pension purposes.
Perhaps your race too, if racial monitoring is carried out, and there may be racial targets for your employer to meet. My employer, one of a group of bodies created by the Greater London Act 1999, is compiling new databases. For the first time in modern history, monitoring of the religion and sexual orientation of employees is to begin.
The instrument is a staff census, originally intended to update basic personnel data, including next of kin records. But equal-opportunity campaigners persuaded my local authority to add new questions on religion and sex.
