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Human Resources

Secure your HR data and protect your business

The GDPR requires companies to rigorously protect the personal data of employees and candidates. Whether it's a company managing its HR or a company offering HR solutions (HRIS, payroll, recruitment...), compliance represents an unavoidable strategic issue.

In-house HR departments need to secure their processing, limiting it to essential data and ensuring controlled access. HR tool suppliers, handling sensitive data for their clients, must maintain impeccable compliance to preserve their credibility.

In any case, neglecting the GDPR exposes you to significant risks during disputes with employees or partners. With its specialized expertise, Dipeeo can help you strengthen your HR processes, ensure compliance and prevent personal data-related risks.

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  • Answers to all your GDPR questions in less than 72 hours
  • 100% of files validated during CNIL (National Commission for Information Technology and Civil Liberties) audits

Already 430 compliant companies

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2nd DPO in France

The undisputed leader in GDPR compliance, Dipeeo has established itself as the 2nd Data Protection Officer (DPO) in France, with over 420 companies placing their trust in us.

This strategic position reflects the expertise and effectiveness of our innovative approach, combining the legal excellence of our DPOs with a cutting-edge technology platform to ensure optimal and sustainable GDPR compliance.

Frequently asked questions

How can you ensure the compliance of HRIS and other HR tools?

By entrusting your employees' or candidates' data to an HRIS, payroll software or recruitment platform, you remain legally responsible for their protection. Ensuring their compliance involves choosing secure service providers, setting up a compliant subcontracting agreement (DPA) and regularly checking their GDPR compliance. Dipeeo takes care of these steps for you: we audit your service providers, check their compliance and secure your HR processing to guarantee the protection of your data.

Candidate and employee data is considered sensitive and must be protected in accordance with strict rules. Companies are obliged to respect the principle of minimization, collecting only information that is strictly necessary and justifying its use. They must also secure their storage by implementing access controls, encryption and rigorous management of access rights. Finally, data cannot be kept beyond the legal periods, requiring a clear GDPR deletion and archiving policy.

The GDPR is increasingly being used by employees and their lawyers as negotiating leverage in the event of a dispute with the employer (redundancy, breach of contract...). The CNIL (National Commission for Information Technology and Civil Liberties) receives nearly 7 complaints a day on these subjects, and sanctions are increasing. Non-compliant HR data management can expose your company to significant legal and financial risks.

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