Información sobre RR. HH. • 10 MIN DE LECTURA
Entender el GDPR para los departamentos de HR
APR 2, 2026
Los departamentos de HR tratan datos personales sensibles todos los días. Aquí tienes una guía en lenguaje claro sobre las obligaciones del GDPR y cómo cumplirlas.
Aspectos básicos del GDPR para HR
El Reglamento General de Protección de Datos del Reino Unido (UK GDPR) y su equivalente de la UE regulan cómo se recopilan, almacenan, usan y eliminan los datos personales. Para los departamentos de RR. HH., los datos personales incluyen todo, desde una solicitud de empleo hasta una nómina y un registro de baja por enfermedad. Los seis principios de protección de datos son licitud, lealtad y transparencia; limitación de la finalidad; minimización de datos; exactitud; limitación del plazo de conservación; e integridad y confidencialidad. RR. HH. debe poder demostrar el cumplimiento de los seis.
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.
Áreas de alto riesgo para RR. HH.
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.
