Is this a consulting service?

No, this is a free, interactive software tool that calculates your potential liability under the DPDP Act 2023 in 30 seconds. It provides an instant risk score and automated action plan.

What are common DPDP violations in HR Team DPDP Readiness Audit?

Common violations include: Collecting excessive data during recruitment or onboarding that isn't strictly essential for the job function., Sharing employee data (e.g., salary, attendance) with third-party vendors (like background check agencies or payroll providers) without explicit, purpose-specific consent., Retaining former employee data beyond its necessary retention period, as per company policy and legal requirements, increasing breach risk..

The DPDP Audit Tool

Compliance for HR Team DPDP Readiness Audit

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HR Team DPDP Readiness Audit
Liability Check

Your HR team handles the most sensitive personal data – from Aadhaar numbers to bank accounts. Mismanage employee data, and face DPDP penalties up to ₹250 Crore per breach, not per employee.

Why HR Team DPDP Readiness Audit is at Risk

Every piece of data your HR department touches – recruitment applications, employee onboarding documents, payroll details, performance reviews, attendance logs, and even exit interviews – is considered **personal data under the DPDP Act**. Non-compliance isn't just about external customer data; your internal employee data carries significant risks. Think about the hundreds, even thousands, of sensitive records from current and former employees in your Bengaluru tech park office or Mumbai HQ. A single data breach or a lack of proper consent for data processing can trigger massive fines, especially given the volume and sensitivity of **employee Personally Identifiable Information (PII)**.

Common Violations

1.Collecting excessive data during recruitment or onboarding that isn't strictly essential for the job function.
2.Sharing employee data (e.g., salary, attendance) with third-party vendors (like background check agencies or payroll providers) without explicit, purpose-specific consent.
3.Retaining former employee data beyond its necessary retention period, as per company policy and legal requirements, increasing breach risk.

The Immediate Fix

Conduct a comprehensive data mapping exercise for all HR processes. Identify what employee data is collected, its purpose, where it's stored, who has access, and its defined retention period.