The Relationship Between KVKK and Human Resources
The human resources department is one of the units that processes the most personal data in a business. From recruitment to the personnel file, and from payroll to performance evaluation, employees' personal data is collected and processed in many processes. For this reason, KVKK (Personal Data Protection Law No. 6698) compliance is a direct responsibility for HR.
A well-designed data protection approach both reduces the risk of legal sanctions and strengthens the trust employees have in the employer.
Personal Data Processed by HR
The following data is typically processed in HR processes:
- Identity and contact data: Full name, national ID number, address, phone
- Personnel data: Contract, education, seniority information
- Financial data: Bank, salary and payroll information
- Special-category data: Medical reports, disability status (requires higher protection)
- Performance and attendance data: Evaluation results, check-in/check-out records
Core Steps for KVKK Compliance
The steps the HR department should follow for compliance:
- Providing employees with a privacy notice about the data processed.
- Obtaining explicit consent where necessary and keeping consent records.
- Limiting access to data on an authorization basis (not everyone should see all data).
- Storing data on a secure and access-controlled infrastructure.
- Deleting or anonymizing data whose purpose has ended by applying a retention and destruction policy.
The Role of a Secure Digital HR Infrastructure
- Access permissions are defined on a role basis; only authorized persons reach the data
- Data is stored on encrypted, firewall-protected infrastructure
- Operations are recorded to ensure traceability
- Retention periods and destruction processes are managed systematically
Yönetim İK runs on a KVKK-compliant infrastructure that protects your data with cloud security and firewalls. Request a free demo.
Related article: What Is HR Software? Why Should Businesses Use It?
