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 HRMS Processor Audit?

Common violations include: Not having a valid Data Processing Agreement (DPA) with your HRMS vendor, clearly outlining data protection obligations., Collecting excessive employee data through HRMS that isn't necessary for the stated purpose (e.g., unnecessary health data for standard roles)., Failing to conduct regular security audits or due diligence checks on your HRMS processor's data handling practices..

The DPDP Audit Tool

Compliance for HRMS Processor Audit

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HRMS Processor Audit
Liability Check

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Your HRMS isn't just a system; it's a treasure trove of sensitive employee personal data. Under DPDP, outsourcing payroll, attendance, or recruitment means you're still ultimately liable for how your HR SaaS vendors handle this data. A breach here isn't just a headache, it's a ₹250 Crore penalty risk.

Why HRMS Processor Audit is at Risk

Every Indian business, from a Bengaluru startup in Manyata Tech Park to an established Mumbai conglomerate, relies on HR management systems. But these systems—be it global players like Workday or local ones like greytHR, Keka, or Zoho People—are often third-party processors. This means they handle your employees' PII (Personally Identifiable Information) and **SPI (Sensitive Personal Information)** like bank details, health records, and Aadhaar numbers. The DPDP Act mandates that as the Data Fiduciary, you are responsible for ensuring these processors comply with data protection principles, sign **Data Processing Agreements (DPAs)**, and implement robust security measures. Failing to audit your HRMS provider for compliance is a direct path to hefty penalties if they suffer a breach or misuse employee data.

Common Violations

1.Not having a valid Data Processing Agreement (DPA) with your HRMS vendor, clearly outlining data protection obligations.
2.Collecting excessive employee data through HRMS that isn't necessary for the stated purpose (e.g., unnecessary health data for standard roles).
3.Failing to conduct regular security audits or due diligence checks on your HRMS processor's data handling practices.

The Immediate Fix

Identify all third-party HR management systems and payroll processors currently used. Request their DPDP compliance roadmap and initiate Data Processing Agreement (DPA) negotiations that align with DPDP requirements for data security, purpose limitation, and breach notification.