Role guide
HR and people teams
Employee data is personal data. HR usually owns the employment lifecycle processing and feeds the company plan rather than running it.
What does the DPDP framework mean for HR and people teams?
Employee data is personal data, so the employment lifecycle is processing: recruitment, onboarding, performance, exit. HR usually owns the notices and flows across that lifecycle, the retention schedule for people records, and rights requests from staff. HR feeds the company plan rather than running it.
How to read this page. The obligations belong to your organisation, not to a role or a sector. Everything here is practical emphasis: which official duties this audience usually leads or feeds into, with links to the official text. Finishing one function's work never makes the company compliant by itself.
Work your function usually leads
Employee notices and consent flowsRule 3, official text →
Where consent is the basis for people processing, the notice and withdrawal mechanics apply to your systems too.
People data retentionRule 8, official text →
Employment records need the same designed retention answer as customer data.
Work your function usually feeds into
Rights requests from employeesRule 14, official text →
Access and erasure requests can come from staff; the published channels must work for them.
Tools for this role
Tool
Compliance Plan
Generate 1 company level action plan and see the work for your role first.
Open
Tool
Retention and Erasure Planner
Identify DPDP retention and erasure triggers and the action steps for your context.
Open