HR-indsigter • 10 MIN. LÆSETID
Forstå GDPR for HR-afdelinger
APR 2, 2026
HR-afdelinger håndterer følsomme personoplysninger hver dag. Her er en letforståelig guide til GDPR-forpligtelser og til, hvordan man forbliver compliant.
GDPR-grundlæggende for HR
UK General Data Protection Regulation (UK GDPR) og dens EU-modstykke regulerer, hvordan personoplysninger indsamles, opbevares, bruges og slettes. For HR-afdelinger omfatter personoplysninger alt fra en jobansøgning til en lønseddel til en sygefraværsregistrering. De seks databeskyttelsesprincipper er lovlighed, rimelighed og gennemsigtighed; formålsbegrænsning; dataminimering; korrekthed; opbevaringsbegrænsning; samt integritet og fortrolighed. HR skal kunne dokumentere overholdelse af alle seks.
Legal bases for processing employee data
Every HR data processing activity must have a legal basis. The most common for employees are: performance of a contract (processing payroll data to pay an employee), legal obligation (maintaining right-to-work records), and legitimate interests (monitoring email use on company devices for security purposes). Special category data, which includes health information, racial or ethnic origin, and biometric data, requires an additional condition: most commonly explicit consent or necessity for employment law purposes.
Employee rights you must honour
Employees have the right to access their personal data (subject access requests must be responded to within one month), the right to have inaccurate data corrected, the right to erasure in some circumstances, and the right to restrict processing. Establish a clear process for handling these requests, train your HR team to recognise them, and ensure you can retrieve the relevant data from your HRIS quickly. Late or incomplete responses can result in regulatory action.
Områder med høj risiko for HR
Certain HR activities carry higher data protection risk: automated decision-making in recruitment (using AI to screen CVs), the transfer of employee data to third-party payroll providers, the collection of biometric data for time-and-attendance systems, and the use of employee monitoring tools. Conduct a Data Protection Impact Assessment (DPIA) before implementing any new technology that processes special category data or involves automated decisions affecting individuals.
