Privacy

A company uses this to pay its people. For everything held about those people, the company is the Data Fiduciary under India’s Digital Personal Data Protection Act 2023 and the controller under the GDPR: it decides what is collected and why. Dignizant Technologies LLP processes it on that company’s instructions, under the data processing terms.

If you are an employee whose payslip comes from here, your employer is the first place to ask. They hold the answers and they can act on them in the product themselves.

For the handful of accounts that sign in to this service, and for the record of what the service was asked to do, the decisions are ours and we are the Data Fiduciary.

Paying somebody does not require their consent, and asking for it would be misleading. Section 7(i) of the DPDP Act makes employment a legitimate use: an employer may process personal data for employment purposes, which covers payroll, statutory deductions, tax filing and the records that go with them. Under the GDPR the same processing rests on legal obligation and on the employment contract rather than on consent.

This matters in a practical way. Consent can be withdrawn; a legitimate use cannot be switched off by an employee who still expects to be paid. It also has a limit: the data may be used for employment and nothing else. It is not marketed to, not sold, and not shared with anybody for their own purposes.

Name, employee reference, employee and staff numbers. Dates of joining, leaving and birth. Designation and department. Gender, marital status, guardian’s name and relationship, where the company records them.

Bank name, account number, IFSC and the name the account is in, because a payment has to reach somebody. PAN, Aadhaar, UAN and ESIC numbers where the company records them, because statutory filings require them. Mobile number and email addresses, so payslips can be sent.

Scans of identity documents and photographs, where uploaded. And the full record of what was paid each month: salary, every deduction, hours, overtime and leave.

Name, email address, the role granted, and a password stored only as a hash that cannot be turned back into the password. Sessions, so access can be revoked. Sign-in attempts, with the address tried and the connection it came from, which is how an attack is noticed.

Two places, and only two. Railway hosts the application and the database. Google delivers payslip emails, so a recipient’s name, address and payslip pass through it. Nothing is sold, and nothing is used to train anything.

Reading a photograph of an attendance register happens inside your own browser. The picture is not uploaded anywhere, and the software that reads it is served from this site rather than fetched from somebody else’s.

Records of what was paid are kept for as long as tax and wage law require, which is years after somebody has left. That is not a choice: an employer that destroyed them would be in breach of a different law.

Everything else expires on a schedule the company sets — sign-in attempts, the activity trail, and identity documents counted from the day somebody left. A company that has set no schedule keeps them until it does.

Two things worth knowing if you are the company setting it. The DPDP Rules 2025 require processing logs to be kept for at least a year, so a shorter period for the activity trail would put you in breach; the settings screen says so where you choose it. And the Rules require telling somebody at least 48 hours before their data is erased under a retention schedule, which is yours to do, because they are your employee and we have no relationship with them.

The DPDP Act calls anybody under eighteen a child, and their data may be processed only with verifiable consent from a parent or guardian — a stricter line than most countries draw. India also permits employment from fourteen in some work, so the two meet in a payroll more often than people expect.

That consent is the employer’s to obtain and cannot be gathered through this service. What the product does is notice: where a date of birth shows somebody is under eighteen, the month’s checks say so, as a warning rather than a refusal, because paying them is perfectly lawful and the thing that must not happen is nobody noticing.

Under the DPDP Act you may ask for a summary of what is held about you and what is done with it, ask for it to be corrected or completed, ask for it to be erased, and nominate somebody to exercise these for you if you die or become incapable. Under the GDPR you may also object to processing, ask for it to be restricted, and ask for a copy in a portable form.

If you are an employee, ask your employer. They can produce everything held about you, correct it on the spot, and carry out an erasure from your own page. If they do not respond, write to us at the address below and we will help them do it.

What goes: the identity numbers, the bank details, the contact details, the date of birth, the guardian, and every document on file.

What stays: the name, the dates and the record of what was paid, because the law requires an employer to keep them. The tool reports exactly what it erased and what it kept, so the company can tell the person who asked. An erasure that quietly kept things would be worse than refusing.

If we become aware of a breach affecting a company’s data, we tell that company within 24 hours — sooner than either law requires of us, because their own clock to the Data Protection Board and to a supervisory authority starts when they find out, and leaving them an hour of it would be leaving them our problem.

One company cannot reach another’s data: the database itself refuses, rather than relying on every query remembering. Scans of identity documents are encrypted where they are stored, so a mislaid backup is not somebody’s identity. Passwords are hashed, sessions can be revoked, and an authenticator code can be required.

No system is beyond reach. What can be said honestly is that the common failures — a leaked backup, a database read by somebody who should not have it — have been designed against specifically.

Dignizant Technologies LLP, Surat, Gujarat. hr@dignizant.com reaches the person responsible for data protection here, and we answer within five working days.

We are not a Significant Data Fiduciary — that is a status the Central Government notifies, and it carries a duty to appoint a Data Protection Officer in India. Should that ever apply to us, this page will name them.

If we do not resolve your complaint, you can take it to the Data Protection Board of India. In the UK or EU you can complain to your own supervisory authority.

Terms · Data processing