Lesson 10.6: HR, employment and IT or BPO services
People data inside your own company, and data you handle for clients. This DPDPA 2023 course page explains hr employment and it or in plain language.
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What you will learn about hr employment and it or
- Apply the employment ground
- Handle job applicants
- Understand the foreign-contract exemption
Key points (hr employment and it or)
Employment purposes are a legitimate use, covering hiring, payroll and safeguarding the employer. Use only what employment needs. Applicants’ data must be erased when hiring ends unless consent is given to keep it. IT and BPO firms processing non-residents’ data under foreign contracts may use the Section 17(1) exemption but must meet client security terms.
HR flow
Select a numbered box to read more.
HR examples (hr employment and it or)
| Data | Ground |
|---|---|
| Payroll | Employment |
| Background check | Consent or law |
| Rejected CVs | Delete or ask consent to keep |
| Biometric attendance | Employment with strong safeguards |
Worked example
A staffing firm keeps rejected candidate CVs for six months only with a clear consent line.
Activity (5 minutes) (hr employment and it or)
Write a retention rule for rejected CVs.
Check your understanding of hr employment and it or
Q1. Employment is:
Q2. Rejected CVs should be:
Q3. Foreign-contract exemption relates to data of:
Educational material for learning purposes, not legal advice. Check the official text of the DPDP Act, 2023, the DPDP Rules, 2025 and MeitY notifications for the latest position.