HRDocket Privacy Policy

Effective Date: 1st July, 2026.

1. Introduction

HRDocket respects the privacy of individuals whose information is processed through its website, applications, and services.

HRDocket provides AI-powered HR documentation, employee records management, workplace compliance tools, digital signatures, policy management, employee self-service, document generation, and related HR functionality.

Because HRDocket may be used to manage employment documentation and employee records, privacy and responsible information handling are important parts of the platform.

This Privacy Policy explains what information HRDocket may collect, how that information may be used, how information may be shared, and the choices and rights that may be available to individuals.

2. Scope of This Privacy Policy

This Privacy Policy applies to personal information processed by HRDocket in connection with:

• The HRDocket website;
• HRDocket accounts;
• HRDocket applications and services;
• Customer use of the HRDocket platform;
• Employee and user access to HRDocket;
• Communications with HRDocket;
• Customer support interactions; and
• Other services or interactions that expressly refer to this Privacy Policy.

This Privacy Policy does not necessarily apply to information processed independently by a customer using HRDocket.

3. HRDocket and Customer Responsibilities

HRDocket operates as a technology provider for organizations that use the platform for HR documentation, employee records, and related activities.

A customer may use HRDocket to process information relating to its employees, applicants, contractors, or other individuals.

In those circumstances, the customer is responsible for determining:

• What information it collects;
• Why it collects the information;
• The legal basis or authority for processing where required;
• What information it provides to HRDocket;
• Which individuals are authorized to access the information;
• How the information is used within the organization; and
• What privacy and data protection obligations apply to its activities.

HRDocket does not determine the customer’s employment practices or independently decide why a customer needs particular employee information.

4. Information Processed Through Customer Accounts

When an organization uses HRDocket, the organization may provide information about its employees and other individuals to the platform.

Depending on how the customer uses HRDocket, this may include:

• Names;
• Contact information;
• Job titles;
• Department information;
• Employment dates;
• Employment terms;
• Compensation information;
• Employee documents;
• Employment contracts;
• Offer letters;
• Performance documentation;
• Workplace policy acknowledgements;
• Signature and signing information;
• Employment history;
• HR requests;
• Other information contained in documents uploaded or generated by the customer; and
• Other information the customer chooses to process through HRDocket.

The specific information processed depends on the customer’s use of the platform.

5. Information Provided Directly to HRDocket

HRDocket may collect information that individuals provide directly to HRDocket.

This may occur when a person:

• Creates or manages an account;
• Uses the HRDocket website;
• Contacts HRDocket;
• Requests customer support;
• Communicates with HRDocket;
• Submits a contact or inquiry form;
• Subscribes to communications;
• Participates in a product or service interaction; or
• Otherwise provides information directly to HRDocket.

The information collected depends on the nature of the interaction.

6. Information Collected Through Use of the Platform

HRDocket may collect information associated with the use of its website, applications, and services.

This may include information such as:

• IP address;
• Browser type;
• Device information;
• Operating system;
• General usage information;
• Pages or features accessed;
• Session information;
• Authentication-related information;
• Service interaction information; and
• Technical information necessary to operate, secure, and maintain the service.

The information actually collected may depend on the service, device, browser, and manner in which HRDocket is accessed.

7. Cookies and Similar Technologies

HRDocket may use cookies and similar technologies to operate its website and services, understand usage, maintain functionality, and support other legitimate website and service operations.

Additional information about cookies and similar technologies is provided in the HRDocket Cookie Policy.

8. AI-Related Information Processing

HRDocket provides AI-powered functionality for HR documentation and related activities.

Information may be processed in connection with an AI-assisted request when a customer or authorized user uses an applicable AI feature.

This may include information provided through:

• AI prompts;
• Document-generation forms;
• Employee information used to generate a document;
• Company information;
• HR templates;
• Documents submitted for review; and
• Other information necessary to provide the requested AI functionality.

Customers should only submit information to AI features that they are authorized to process and that is reasonably necessary for the intended task.

Additional requirements concerning the use of HRDocket’s AI functionality are provided in the HRDocket AI Usage Policy.

9. Customer Responsibility for Employee Information

Customers are responsible for ensuring that information they provide to HRDocket is collected and processed appropriately.

Customers should:

• Provide only information they are authorized to process;
• Use employee information for legitimate purposes;
• Maintain appropriate internal access controls;
• Ensure that authorized users have appropriate access;
• Keep information reasonably accurate;
• Follow applicable privacy and employment requirements; and
• Avoid unnecessarily providing personal or sensitive information.

The HRDocket Acceptable Use Policy also establishes requirements concerning the responsible handling of employee information and customer content.

HRDocket Acceptable Use Policy

10. Privacy of Individuals Using HRDocket Through an Employer

An employee or other individual may access HRDocket because their employer or another organization uses HRDocket.

In that situation, the organization may control the information it provides to HRDocket and may determine how that information is used for its HR activities.

Questions about an organization’s collection or use of employee information may therefore need to be directed to that organization.

Where HRDocket is able to assist with a privacy request concerning information it processes, individuals may contact HRDocket using the contact information provided in this Privacy Policy.

11. Information About Children

HRDocket is designed primarily for business and human resources purposes and is not directed toward children.

Individuals should not provide information about children through HRDocket unless the customer has a legitimate reason and appropriate authority to process that information.

If HRDocket becomes aware that personal information has been submitted in circumstances where it should not have been collected, HRDocket may take appropriate steps consistent with applicable requirements.

12. Relationship to Other HRDocket Policies

This Privacy Policy should be read together with HRDocket’s other applicable policies:

• HRDocket Terms and Conditions
• HRDocket Acceptable Use Policy
• HRDocket AI Usage Policy
• HRDocket Cookie Policy

The Terms and Conditions govern the contractual relationship between HRDocket and its customers.

The Acceptable Use Policy governs acceptable and prohibited use of the platform.

The AI Usage Policy addresses responsibilities and limitations specific to HRDocket’s AI functionality.

The Cookie Policy addresses HRDocket’s use of cookies and similar technologies.

13. Contacting HRDocket About Privacy

Questions, concerns, or requests relating to this Privacy Policy may be submitted to HRDocket.

Email: [email protected]

Contact Form: HRDocket Contact Form

Where a request concerns information controlled by an HRDocket customer, HRDocket may direct the individual to the relevant customer where appropriate.

14. Important Privacy Principle

HRDocket is designed around the principle that employee information should remain connected to legitimate HR processes and appropriate access controls.

The fact that information is stored or processed through HRDocket does not give every user access to that information.

Customers are responsible for establishing appropriate permissions, and users must access employee information only where they are authorized to do so.

15. Categories of Information We May Collect

The information HRDocket collects depends on how an individual interacts with HRDocket and how an organization uses the platform.

Information may include the following categories.

15.1 Account Information

When an individual creates or manages an HRDocket account, HRDocket may collect information necessary to establish and administer that account.

This may include:

• Name;
• Email address;
• Account credentials;
• Organization information;
• Account role;
• Subscription or plan information; and
• Other information necessary to administer the account.

15.2 Business and Organization Information

Customers may provide information about their organization when creating or managing an HRDocket account.

This may include:

• Organization name;
• Business contact information;
• Company details;
• Organization structure;
• Department information;
• Billing-related information; and
• Other information the customer chooses to provide.

15.3 Employee and Employment Information

Because HRDocket is an HR documentation and employee records platform, customers may provide employment-related information concerning their workforce.

Depending on how HRDocket is used, this may include:

• Employee names;
• Contact information;
• Job titles;
• Departments;
• Employment dates;
• Employment status;
• Compensation information;
• Employment terms;
• Performance documentation;
• Workplace policy records;
• Employee acknowledgements;
• Signed documents;
• Employment contracts;
• Offer letters;
• Onboarding documents;
• Disciplinary documentation;
• Resignation documentation;
• Employment verification information; and
• Other employment-related information provided by the customer.

The customer determines what employee information is entered into the platform.

15.4 Documents and Files

Customers may upload documents and files to HRDocket for storage, organization, generation, review, signing, distribution, or other supported HR activities.

These files may contain personal information, employment information, confidential business information, or other information supplied by the customer.

Customers are responsible for ensuring that they have the appropriate authority to upload and process such information.

15.5 Communications

HRDocket may collect information provided through communications with HRDocket.

This may include information submitted through:

• Contact forms;
• Email communications;
• Customer support requests;
• Product inquiries;
• Feedback;
• Account-related communications; and
• Other communications with HRDocket.

15.6 Technical and Usage Information

When individuals access HRDocket’s website or services, HRDocket may collect technical and usage information necessary to operate, maintain, secure, and improve the platform.

Depending on the service and method of access, this may include:

• IP address;
• Browser information;
• Device information;
• Operating system;
• Access times;
• Pages or features accessed;
• Session information;
• Authentication-related information;
• Error information; and
• Other technical information associated with use of the service.

15.7 Transaction and Subscription Information

Where customers purchase or subscribe to HRDocket services, information relating to the transaction may be processed.

This may include:

• Subscription plan;
• Billing status;
• Transaction information;
• Invoice information; and
• Other information necessary to administer the customer’s subscription.

Payment card information may be processed by the applicable payment service provider rather than being directly stored by HRDocket, where applicable.

15.8 AI Inputs and Outputs

When users interact with HRDocket’s AI-powered features, HRDocket may process information necessary to provide the requested AI functionality.

This may include:

• User instructions;
• Prompts;
• Employee information;
• Company information;
• Template information;
• Documents submitted for AI-assisted review;
• Information used to generate HR documents; and
• AI-generated output.

The information processed depends on the AI feature being used and the information supplied by the user.

Users should avoid submitting information that is not necessary for the requested task.

Additional information about AI use is available in the HRDocket AI Usage Policy.

16. How HRDocket Uses Information

HRDocket may use information for legitimate purposes connected with providing, maintaining, securing, and improving its services.

These purposes may include:

16.1 Providing the HRDocket Service

HRDocket may use information to:

• Create and administer accounts;
• Provide access to HRDocket;
• Generate HR documents;
• Manage employee records;
• Store and organize documents;
• Support digital signatures;
• Manage policy acknowledgements;
• Provide employee self-service functionality;
• Provide compliance-related features;
• Provide customer support; and
• Deliver other functionality requested by customers.

16.2 Account Administration

HRDocket may use account information to:

• Manage customer accounts;
• Authenticate users;
• Communicate about accounts;
• Manage subscriptions;
• Process billing-related activities;
• Provide account notifications; and
• Address account-related issues.

16.3 Customer Support

HRDocket may use information provided during support interactions to understand and resolve customer questions, technical issues, service problems, and other requests.

16.4 Security and Fraud Prevention

HRDocket may use technical, account, and usage information to:

• Protect accounts;
• Detect unauthorized access;
• Prevent fraud;
• Investigate security incidents;
• Protect the platform;
• Detect abuse; and
• Maintain the security and integrity of HRDocket.

16.5 Service Improvement

HRDocket may use appropriate information to maintain, troubleshoot, evaluate, and improve its services and functionality, subject to applicable requirements.

This may include improving platform performance, reliability, usability, security, and supported features.

16.6 Communications

HRDocket may use contact information to communicate with customers and users about matters such as:

• Account activity;
• Service updates;
• Security matters;
• Support requests;
• Billing or subscription matters;
• Policy changes; and
• Other service-related communications.

Where applicable, users may have choices concerning certain promotional communications.

16.7 Legal and Regulatory Requirements

HRDocket may process information where reasonably necessary to:

• Comply with applicable legal obligations;
• Respond to lawful requests;
• Protect legal rights;
• Establish or defend legal claims;
• Prevent fraud or abuse; or
• Protect HRDocket, its customers, users, or other persons.

17. Information Provided by Customers About Employees

When a customer provides employee information to HRDocket, the customer remains responsible for ensuring that the information is collected and provided appropriately.

HRDocket generally processes such information to provide the services requested by the customer.

The customer remains responsible for determining the appropriate purposes for which employee information is collected and used within its organization.

18. Information We Do Not Need

Customers should not provide information to HRDocket merely because the platform is capable of storing or processing it.

Customers should consider whether information is reasonably necessary for the relevant HR or business purpose before submitting it.

This is particularly important when using AI-powered features or processing sensitive employee information.

19. Accuracy of Information

Customers and users should take reasonable steps to ensure that information provided to HRDocket is accurate and appropriate for its intended purpose.

HRDocket may rely on information provided by customers and users when providing its services.

HRDocket does not independently verify every factual statement, employee record, document, or other information submitted by a customer.

Customers remain responsible for correcting inaccurate information within their account where appropriate.

20. Information From Third Parties

HRDocket may receive information from third parties in connection with its services where appropriate.

This may include information provided through:

• Customer-authorized integrations;
• Service providers;
• Authentication services;
• Payment providers;
• Business partners; or
• Other third parties involved in providing or supporting HRDocket.

The type of information received depends on the applicable service or interaction.

21. Combining Information

HRDocket may combine information obtained from different interactions with the platform where reasonably necessary to provide, secure, administer, or improve its services.

For example, information associated with an account may be used together with technical or service information to provide support, maintain account security, or troubleshoot a service issue.

HRDocket will handle personal information in accordance with this Privacy Policy and applicable requirements.

22. Use of Information for Security and Platform Integrity

HRDocket may process information to protect the platform and its users from unauthorized activity, fraud, abuse, and security threats.

This may include analyzing relevant account or technical information to identify unusual activity, investigate suspected misuse, enforce platform rules, and protect the availability and integrity of HRDocket.

The HRDocket Acceptable Use Policy establishes additional rules concerning prohibited activity and responsible use of the platform.

23. Contacting HRDocket

For questions concerning this Privacy Policy or privacy-related matters.

24. General Approach to Information Sharing

HRDocket does not share personal information indiscriminately.

Information may be shared where reasonably necessary to provide the HRDocket services, operate and secure the platform, support customer accounts, process transactions, comply with legal obligations, or perform other purposes described in this Privacy Policy.

The type of information shared and the reason for sharing it depend on the nature of the information and the service being used.

25. Information Shared With Service Providers

HRDocket may use third-party service providers to help operate and support its services.

These providers may perform services such as:

• Cloud hosting;
• Infrastructure;
• Data storage;
• Authentication;
• Payment processing;
• Email delivery;
• Customer support;
• Security;
• Analytics;
• Application functionality;
• AI processing; and
• Other services necessary to operate HRDocket.

Service providers may receive or process information only to the extent reasonably necessary to provide the applicable service or perform services on behalf of HRDocket.

HRDocket expects applicable service providers to handle information in accordance with their contractual obligations and applicable requirements.

26. AI Service Providers

Certain HRDocket AI functionality may depend on third-party AI technology or service providers.

When a customer or authorized user uses an AI feature, information necessary to provide that feature may be processed through the applicable AI technology or service provider.

The information involved may depend on:

• The AI feature being used;
• The user’s instructions;
• The employee or company information supplied;
• The document being generated or reviewed; and
• The functionality required to complete the request.

Customers should not submit information to AI features that they are not authorized to process.

Additional information concerning AI use is provided in the HRDocket AI Usage Policy.

27. Payment and Transaction Providers

HRDocket may use third-party payment and transaction providers to process subscriptions, payments, invoices, and related transactions.

Where a third-party payment provider processes payment information, that provider may process information according to its own privacy practices and applicable terms.

HRDocket does not need to directly store payment card information where the applicable payment provider handles that information on HRDocket’s behalf.

28. Customer-Authorized Integrations

Customers may choose to connect HRDocket with third-party services or integrations where such functionality is available.

When a customer authorizes an integration, information may be transferred between HRDocket and the connected service as necessary to provide the requested functionality.

Customers are responsible for reviewing the privacy practices and terms of third-party services they choose to connect to HRDocket.

Customers should also ensure that they have the necessary authority to transfer information through an integration.

29. Information Shared With Employees and Authorized Users

HRDocket may make employee or employment information available to individuals authorized by the customer.

For example, a customer may configure the Employee Portal to allow an employee to access documents or information relating to that employee.

The customer’s configuration and authorization decisions determine what information an employee or other authorized user may access within the platform.

Customers are responsible for establishing appropriate access permissions.

30. Information Shared Within a Customer’s Organization

HRDocket may make information available to authorized administrators, HR professionals, managers, employees, or other users within a customer’s organization according to the customer’s account configuration and permissions.

Customers are responsible for determining which individuals should have access to employee records and other information.

Users must not access information beyond the permissions granted to them.

31. Legal and Regulatory Disclosures

HRDocket may disclose information where reasonably necessary to:

• Comply with applicable law;
• Respond to a valid legal process;
• Respond to a lawful governmental request;
• Protect the rights, property, or safety of HRDocket;
• Protect customers or users;
• Investigate fraud or security incidents;
• Enforce applicable agreements and policies; or
• Establish, exercise, or defend legal claims.

HRDocket will consider applicable legal requirements when responding to requests for information.

32. Business Transfers

If HRDocket becomes involved in a merger, acquisition, financing, reorganization, sale of assets, or similar business transaction, information may be transferred as part of that transaction where permitted by applicable law.

Where required, HRDocket will take appropriate steps concerning such information.

33. Protection of HRDocket and Others

HRDocket may share information where reasonably necessary to protect:

• HRDocket;
• Its customers;
• Its users;
• Employees;
• Service providers;
• The public; or
• The security and integrity of the platform.

This may include investigating suspected fraud, abuse, unauthorized access, security incidents, or violations of the HRDocket Terms and Conditions or Acceptable Use Policy.

34. Aggregated or De-Identified Information

HRDocket may use or share information that has been aggregated or de-identified so that it is not reasonably associated with an identifiable individual, where permitted by applicable law.

Such information may be used for purposes such as:

• Understanding service usage;
• Improving products and services;
• Measuring platform performance;
• Developing features; or
• Conducting business analysis.

HRDocket will not represent information as de-identified where it has not been appropriately processed for that purpose.

35. Customer-Controlled Employee Information

Where HRDocket processes employee information on behalf of a customer, the customer generally determines the purpose for which that information is processed.

HRDocket does not independently determine the customer’s employment purposes merely because the information is stored or processed through the platform.

Customers remain responsible for their obligations concerning employee information, including determining appropriate access, use, retention, and disclosure.

36. No Sale of Personal Information

HRDocket does not sell personal information in the ordinary sense of providing personal information to third parties in exchange for monetary consideration.

Where applicable law gives a particular meaning to terms such as “sale,” “sharing,” or similar concepts, the applicable legal definition and requirements will govern.

37. Third-Party Privacy Practices

Third-party service providers and integrations may have their own privacy policies and practices.

This Privacy Policy does not govern the privacy practices of independent third parties that are not controlled by HRDocket.

Customers and users should review the applicable third-party privacy information before providing information directly to those services or authorizing integrations.

38. Customer Responsibility for Disclosure

Customers remain responsible for determining whether information may appropriately be disclosed to employees, applicants, managers, service providers, regulators, or other third parties.

HRDocket provides functionality that may facilitate document access, distribution, signing, and other HR processes. The customer remains responsible for configuring and using those functions appropriately.

39. International Processing and Transfers

HRDocket and its service providers may process information in countries other than the country in which the customer or individual is located.

Where personal information is transferred across borders, HRDocket will handle such information in accordance with applicable legal requirements and its contractual and privacy obligations.

Customers should consider their own applicable requirements when using HRDocket to process employee information across jurisdictions.

40. Relationship to the Privacy Policy and Other Policies

The sharing and processing provisions in this Part should be read together with:

HRDocket Privacy Policy

HRDocket AI Usage Policy

HRDocket Acceptable Use Policy

The AI Usage Policy provides additional information concerning AI-assisted processing.

The Acceptable Use Policy establishes rules concerning appropriate handling and use of information within HRDocket.

The Terms and Conditions remain the primary contractual agreement governing the customer’s use of HRDocket.

41. Data Security

HRDocket takes reasonable measures designed to protect information processed through its services against unauthorized access, alteration, disclosure, loss, or misuse.

Security measures may include technical and organizational safeguards appropriate to the nature of the information and the services provided.

However, no internet-based service or method of electronic transmission can be guaranteed to be completely secure.

Customers and users are also responsible for protecting their accounts and using appropriate security practices.

42. Account Security

Customers and authorized users are responsible for protecting credentials and other information used to access HRDocket accounts.

Users should:

• Keep login credentials confidential;
• Use appropriate authentication practices;
• Avoid providing credentials to unauthorized individuals;
• Restrict access according to job responsibilities;
• Remove access when a user’s authorization ends; and
• Report suspected unauthorized access promptly.

HRDocket cannot be responsible for unauthorized access resulting from credentials or access information that a customer or user fails to protect appropriately.

43. Employee Data Security

Customers are responsible for establishing appropriate controls over employee information processed through their HRDocket accounts.

This includes determining:

• Who should have access;
• What information each user should be able to access;
• Which employees or records require restricted access;
• When access should be changed; and
• When access should be removed.

HRDocket provides platform functionality to support access management, but customers remain responsible for configuring and using available controls appropriately.

44. Security Incidents

If HRDocket becomes aware of a security incident affecting personal information, HRDocket may take appropriate steps to investigate, contain, and address the incident.

Where required by applicable law or contractual obligations, HRDocket may provide appropriate notifications concerning a qualifying security incident.

Customers should promptly notify HRDocket if they suspect that their account has been compromised or that unauthorized access to the platform has occurred.

Reports may be submitted through the HRDocket Contact Form or by email at [email protected]

45. Data Retention

HRDocket retains information for as long as reasonably necessary to provide its services, maintain business and operational records, comply with applicable obligations, resolve disputes, enforce agreements, prevent abuse, and protect the platform.

The appropriate retention period may vary depending on:

• The type of information;
• The purpose for which it was collected;
• The customer’s use of the service;
• Legal or regulatory requirements;
• Security considerations;
• Account status; and
• Other legitimate business requirements.

Customers remain responsible for determining the retention periods applicable to their employee records and HR documentation.

46. Customer-Controlled Records

Where a customer uses HRDocket to maintain employee records, the customer remains responsible for determining which records should be retained and how those records should be managed.

Customers should consider their applicable employment, privacy, regulatory, contractual, and record-retention requirements when establishing their own retention practices.

HRDocket does not determine the legally required retention period for a customer’s employee records.

47. Deletion of Information

Subject to applicable legal, contractual, operational, and security requirements, information may be deleted when it is no longer required for the purpose for which it was collected or processed.

The availability and operation of deletion functionality may depend on the HRDocket service, account configuration, and applicable circumstances.

Where information is maintained as part of a customer’s HR records, the customer is responsible for determining when deletion is appropriate.

48. Privacy Rights

Depending on where an individual is located and which privacy laws apply, the individual may have certain rights concerning their personal information.

These rights may include, where applicable:

• The right to request access to personal information;
• The right to request correction of inaccurate information;
• The right to request deletion of certain information;
• The right to request restriction of certain processing;
• The right to object to certain processing;
• The right to request portability of certain information; and
• Other rights provided by applicable privacy law.

Privacy rights are not absolute and may be subject to legal exceptions, limitations, verification requirements, or other applicable conditions.

49. Requests Concerning Employee Information

Where an individual accesses HRDocket because their employer or another organization uses the platform, that organization may control the employee information stored in the account.

As a result, an individual seeking access to, correction of, deletion of, or other action concerning employment information may need to contact the organization that provided or controls the information.

HRDocket may assist with such requests where appropriate and where HRDocket is able to do so under its role and applicable requirements.

50. How to Submit a Privacy Request

To protect personal information, HRDocket may need to verify the identity or authority of the person making a request before taking action.

Where a request concerns information controlled by an HRDocket customer, HRDocket may direct the individual to the relevant organization.

51. Response to Privacy Requests

HRDocket will handle valid privacy requests in accordance with applicable requirements.

The response process may depend on:

• The nature of the request;
• The information involved;
• Whether HRDocket controls the information;
• Whether a customer controls the information;
• Applicable legal requirements; and
• Whether additional information is required to verify the request.

HRDocket may decline or limit a request where permitted or required by applicable law.

52. Verification of Requests

HRDocket may request reasonable information necessary to verify the identity or authority of an individual submitting a privacy request.

This is intended to help prevent unauthorized disclosure, alteration, or deletion of personal information.

HRDocket will not require information for verification beyond what is reasonably necessary for the circumstances.

53. Sensitive Personal Information

Certain categories of personal information may receive additional protection under applicable law.

Customers should carefully consider whether sensitive information is necessary before providing it to HRDocket, particularly when using AI-powered functionality.

Customers remain responsible for ensuring that their collection and processing of sensitive information is authorized and complies with applicable requirements.

54. Children’s Information

HRDocket is intended primarily for business and human resources purposes and is not directed toward children.

Customers should not knowingly use HRDocket to collect or process children’s personal information unless they have an appropriate and lawful reason and the necessary authority to do so.

Where additional legal requirements apply to children’s information, the customer remains responsible for complying with those requirements.

55. International Data Transfers

HRDocket may use service providers or infrastructure located in countries other than the country where an individual or customer is located.

As a result, personal information may be processed across national borders.

Where applicable, HRDocket will take steps required by applicable law concerning international transfers of personal information.

Customers should also consider their own obligations when transferring employee information internationally through HRDocket.

56. Data Protection Requests From Authorities

HRDocket may respond to valid requests from regulatory authorities, courts, law enforcement agencies, or other authorized governmental bodies where required or permitted by law.

HRDocket may also take steps necessary to protect its legal rights, investigate suspected unlawful activity, or comply with applicable legal obligations.

57. Relationship to Security and Acceptable Use Requirements

Privacy and security depend on responsible use of the HRDocket platform.

Customers and users must also comply with the HRDocket Acceptable Use Policy, including its requirements concerning unauthorized access, employee information, account security, platform abuse, and record integrity.

58. Changes to This Privacy Policy

HRDocket may update this Privacy Policy from time to time to reflect changes to its services, technology, privacy practices, legal requirements, or other relevant circumstances.

When changes are made, HRDocket may update the “Last Updated” date displayed at the beginning of this Privacy Policy.

Where appropriate, HRDocket may provide notice of material changes through the website, account notifications, email, or other reasonable means.

The updated Privacy Policy will become effective on the date stated in the revised policy, subject to applicable legal requirements.

Customers and users should periodically review the current version of this Privacy Policy.

59. Relationship With Other HRDocket Policies

This Privacy Policy forms part of the broader HRDocket policy framework.

The policies serve different purposes:

Terms and Conditions govern the contractual relationship between HRDocket and its customers.

Acceptable Use Policy establishes rules concerning acceptable and prohibited use of HRDocket.

AI Usage Policy establishes additional requirements and limitations concerning HRDocket’s AI-powered features.

Cookie Policy explains HRDocket’s use of cookies and similar technologies.

Customers and users should review the policy that applies to the activity or information in question.

60. No Waiver

If HRDocket does not immediately enforce a provision of this Privacy Policy, that does not mean HRDocket has waived its right to enforce that provision later.

Any waiver must be consistent with applicable contractual and legal requirements.

61. Severability

If any provision of this Privacy Policy is determined to be invalid or unenforceable, the remaining provisions will continue to apply to the extent permitted by applicable law.

The affected provision should be interpreted or modified to the extent necessary to make it enforceable while preserving its intended purpose, where permitted by law.

62. Governing Law and Dispute Resolution

The governing law and dispute-resolution provisions applicable to the HRDocket Privacy Policy are those established in the HRDocket Terms and Conditions, to the extent applicable.

This Privacy Policy is not intended to create a separate or conflicting governing-law or dispute-resolution framework.

Customers should refer to the HRDocket Terms and Conditions for the applicable contractual provisions.

63. Contact HRDocket

When contacting HRDocket about personal information, individuals should provide enough information for HRDocket to understand the nature of the request.

HRDocket may request additional information where reasonably necessary to verify a request or determine how it should be handled.

64. Privacy Requests and Customer-Controlled Information

Where an organization uses HRDocket to manage employee information, the organization may control the information it provides to the platform.

In such circumstances, HRDocket may direct an individual to the relevant customer for requests concerning employment information that the customer controls.

This may include requests concerning:

• Employee records;
• Employment documents;
• Employment history;
• Performance information;
• Compensation information;
• Policy acknowledgements; and
• Other employment information maintained by the customer.

HRDocket may assist with requests where appropriate based on its role and applicable requirements.

65. Contact Information for Privacy Matters

For privacy-related questions, concerns, or requests:

Email: [email protected]

Contact Form: HRDocket Contact Form