If you use Glean through your job, your employer is legally responsible for your data, not Glean. To ask questions about your data or request deletion, you need to go through your employer.
This analysis describes what Glean's agreement states, permits, or reserves. It does not constitute a legal determination about enforceability. Regulatory applicability and practical outcomes may vary by jurisdiction, enforcement context, and individual circumstances. Read our methodology
This clause determines where your privacy rights can actually be exercised. Employees cannot bypass their employer to make data requests directly to Glean, which may create practical barriers.
Interpretive note: The exact verbatim text of this provision could not be confirmed from the truncated HTML; the excerpt represents the policy's substantive position as discernible from the document context and standard Glean DPA disclosures.
Employees using Glean at work cannot directly request access to or deletion of their workplace data from Glean; they must go through their employer, who controls what the data is used for and how long it is kept.
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"When Glean provides services to an enterprise customer, we process personal data on behalf of that customer. In this context, the enterprise customer is the data controller and Glean acts as a data processor. If you are an employee or authorized user of one of our enterprise customers and have questions about how your personal data is handled, please contact your employer or the organization that provided you access to Glean.— Excerpt from Glean's Glean Privacy Policy
(1) REGULATORY LANDSCAPE: This provision implements the GDPR Article 4 and Article 28 controller/processor framework. Under GDPR, the controller determines the purposes and means of processing; here the enterprise customer assumes that role for employee data. The relevant enforcement authorities are EU national data protection authorities and the UK ICO. The provision's framing aligns with standard processor obligations but requires a compliant DPA to be operative between Glean and each enterprise customer to satisfy GDPR Article 28 requirements. (2) GOVERNANCE EXPOSURE: Medium. The controller designation shifts primary compliance accountability to enterprise customers, but Glean retains processor obligations including sub-processor management, breach notification, and data return/deletion on contract termination. Failure by enterprise customers to execute adequate DPAs with Glean would create exposure for both parties under GDPR enforcement. (3) JURISDICTION FLAGS: EU and UK deployments create the highest exposure given GDPR and UK GDPR's prescriptive Article 28 requirements. California enterprises must account for CPRA's expanded employee privacy rights, which may require updating internal employee privacy notices to disclose Glean as a vendor processing employee data. Illinois BIPA exposure is unlikely unless Glean processes biometric identifiers, which the policy does not suggest. (4) CONTRACT AND VENDOR IMPLICATIONS: Enterprise procurement teams should confirm a fully executed DPA is in place before deployment. The DPA should enumerate sub-processors, establish breach notification timelines (72 hours under GDPR), define data retention and deletion obligations at contract termination, and specify cross-border transfer mechanisms. Standard commercial practice expects Glean to maintain an up-to-date sub-processor list with advance notice of changes. (5) COMPLIANCE CONSIDERATIONS: Enterprises should update their internal employee privacy notices to identify Glean as a processor. HR and legal teams should map what categories of employee data flow to Glean (search queries, content access logs, identity data) and confirm these are disclosed in workforce-facing privacy notices. For regulated sectors, a vendor risk assessment should evaluate Glean's security certifications and data handling practices.
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This clause determines where your privacy rights can actually be exercised. Employees cannot bypass their employer to make data requests directly to Glean, which may create practical barriers.
Employees using Glean at work cannot directly request access to or deletion of their workplace data from Glean; they must go through their employer, who controls what the data is used for and how long it is kept.
No. ConductAtlas is an independent monitoring service. We are not affiliated with, endorsed by, or sponsored by Glean.