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人事部門におけるGDPRの理解
APR 2, 2026
人事部門は、機微な個人データを毎日取り扱っています。ここでは、GDPR上の義務と、コンプライアンスを維持する方法を平易な言葉でご案内いたします。
人事のためのGDPR基礎
英国一般データ保護規則（UK GDPR）およびそのEU版は、個人データがどのように収集、保管、使用、削除されるかを規定しています。人事部門にとって個人データには、応募書類から給与明細、欠勤記録に至るまで、あらゆるものが含まれます。6つのデータ保護原則とは、適法性、公正性および透明性、目的の限定、データ最小化、正確性、保存期間の制限、ならびに完全性および機密性です。人事部門は、これら6つすべてについてコンプライアンスを証明できなければなりません。
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.
人事における高リスク領域
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.
