HR tech and workforce platforms
Recruitment, payroll, gig-work and employee-management platforms.
In short
An HR platform's contracts must say who decides how worker data is used, and who answers when a worker asks for it.
HR and workforce platforms hold detailed personal data about candidates and employees, including identity documents, salary, performance records and sometimes location. Under the DPDP Act, each use of that data needs a lawful basis, a clear notice and a defined retention period.
These platforms usually sit between two parties: the employer that pays for the service and the workers whose data it processes. The contracts need to state which of them decides how the data is used, and who responds when a worker asks for access or deletion.
Background verification, productivity monitoring and automated screening raise further questions about consent and fairness. Platforms that engage gig workers also need terms that reflect how work is offered, paid for and ended.
What usually comes up
- Candidate and employee data under the DPDP Act
- Background checks and workplace monitoring
- Terms with employers and with workers on the platform
Under the DPDP Act
Employers can rely on the Act's employment ground for some processing, but not all of it. Background checks, monitoring and data shared with platforms each need to be assessed on their own.
What our work involves
- DPDP compliance for candidate and employee data
- Background verification and workplace monitoring practices
- Platform terms for employers, candidates and gig workers
- Integration agreements with payroll and HR systems