Employee data management in Saudi Arabia has entered a new era with the introduction of the Saudi Personal Data Protection Law (PDPL). For HR departments, this law brings a set of crucial responsibilities — from securing consent and ensuring transparency to facilitating employee data access and safeguarding sensitive information. Understanding PDPL isn’t optional; it’s now central to HR compliance, risk management, and employee trust. This blog unpacks what HR professionals need to know to remain compliant, protect employee privacy, and align with Saudi Arabia’s Vision 2030, all while navigating a fast-evolving digital and regulatory landscape.

1. What Is the Saudi PDPL and Why HR Should Care

The Saudi Personal Data Protection Law (PDPL), issued by the Saudi Data & Artificial Intelligence Authority (SDAIA), officially took effect on September 14, 2023, with organizations granted a one-year grace period to achieve full compliance. Its aim is to regulate how personal data is collected, processed, stored, and transferred.

For HR departments, the stakes are high. Employee records — including names, IDs, performance reviews, medical information, and more — fall directly under the scope of PDPL. Mismanagement or unauthorized disclosure could lead to fines up to SAR 5 million or even imprisonment in severe cases.

2. What Counts as Employee Data Under PDPL

PDPL defines personal data broadly to include:

• Names, ID numbers
• Contact information
• Financial and employment records
• Biometric data (e.g., fingerprints)
• Health information

For HR teams, this means everything from CVs and offer letters to payroll records and exit documentation must be handled with care. Every document stored or processed digitally or physically now falls under regulatory scrutiny.

3. Legal Grounds for Data Processing

PDPL requires explicit consent from employees for most data processing activities. However, it also allows data processing without consent under certain legal conditions:

• Contractual necessity (e.g., processing for salary disbursal)
• Legal obligations (e.g., employee taxation records)
• Vital interests (e.g., emergency medical situations)
• Public interest and legitimate interest (with restrictions)