The Personal Protection of Information Act (POPIA) is based on eight principles and measures that need to be implemented in order to control information gathered on customers and employees.
When it comes to payroll, all of these principles are important, but in this industry there are several areas that are critical.
Firstly, the information any company collects on its employees must be strictly used for its original purpose, unless there is another legal requirement that would necessitate the organisation processing the information any further, or if the company obtains permission from said employee for one reason or another.
Very importantly in terms of the Act and how it affects the payroll department, is the safe storing of data. In this instance, payroll and HR need to ensure that all information is accessible only by those who have legitimate access to it, and also guarantee that it is not lost, accidentally deleted, or exposed in the event of a data breach or another security incident.
How do you ‘POPI proof’ your payroll?
It is important to realise that there is a lot to do when it comes to the POPIA –
These guidelines will put your payroll in a good place by 1 July 2021.
But, be mindful of the pain points –
A lot has been said in terms of the POPI Act, and there is a lot of information out there. Make sure you are getting the right advice and resist the urge to look at POPIA as a tick-box exercise and merely something you have to do. View it as an opportunity to take your business to the next level.
Make sure you are getting the right advice and resist the urge to look at POPIA as a tick-box exercise and merely something you have to do. View it as an opportunity to take your business to the next level.