ComplyOne-Workforce
You handle people data. That comes with serious obligations.
Employee records, payroll data and HR tools create GDPR, FADP and AI Act obligations most payroll companies cannot advise on. ComplyOne maps every requirement to your business — automatically.
Why HR and payroll companies need a structured approach
Personnel data is the highest-sensitivity category of personal data most SMBs handle. Salary records, tax IDs, benefits, performance reviews, AI-screened applications — every workflow touches GDPR, FADP, AI Act and increasingly CSRD obligations. Without a structured map of what applies and where, gaps surface during audits, customer due-diligence, or after a breach — by which point the fines are real.
What's included in ComplyOne-Workforce
The regulations that matter most for hr, payroll and employment companies — covered, mapped to your business, and tracked over time.
GDPR
Employee data processing rules: lawful basis, special category data, data subject rights, processor agreements with payroll/benefits providers.
Swiss FADP
Swiss Federal Act on Data Protection — applies to any HR data of Swiss-based employees, including cross-border transfers and high-risk profiling.
EU AI Act
Hiring algorithms, CV-screening tools and performance-evaluation AI fall under high-risk Annex III obligations from August 2026.
CSRD
Workforce-related sustainability disclosures — diversity metrics, training hours, pay equity — required from in-scope companies and indirectly from their suppliers.
How ComplyOne-Workforce works
Onboard in minutes
Answer 5 questions about your business — sector, locations, data flows. No account needed for the free check.
Get your compliance map
See exactly which regulations apply to your business, where the gaps are, and what severity each carries.
Act on it
A prioritised task list, document templates, and an audit-ready evidence pack — guided through to a defensible compliance baseline.
Daily regulatory horizon scanning
ComplyOne scans EU regulatory sources every day — directives, implementing acts, regulator guidance, enforcement notices. When something changes that affects your obligation map, you get a structured alert: what changed, why it applies to you, and what you need to do. No more discovering enforcement deadlines from a news headline.
How to approach hr, payroll and employment companies compliance
Map every people-data flow
Recruitment, onboarding, payroll, benefits, performance, offboarding — each step processes personal and often special-category data. Document every flow and the systems involved before mapping legal obligations on top.
Lock down processor agreements
Payroll providers, HRIS vendors, benefits administrators, AI screening tools — every one is a processor or sub-processor under GDPR Article 28 / FADP Article 9. Missing or incomplete DPAs are the most common HR-data gap.
Classify your AI tools under the AI Act
Any AI used for hiring, performance evaluation, promotion or termination decisions is high-risk under AI Act Annex III. From August 2026, that means risk management, technical documentation, human oversight and EU database registration.
Document the lawful basis for every workflow
Consent is rarely the right basis for employee data. Most processing relies on contract, legal obligation, or legitimate interest with proper assessment. Get this wrong and the entire downstream programme fails.
Prepare for cross-border and audit scenarios
Swiss-based employees, EU-based employer, UK clients — most HR data crosses borders. ComplyOne builds the standard contractual clauses, transfer impact assessments and audit-ready evidence pack so subject-access requests and regulator queries do not become emergencies.
Swiss-hosted
All data hosted in Switzerland — outside US data-access frameworks.
10 EU regulations
GDPR, AI Act, NIS2, DORA, FADP, UK GDPR, Data Act, CSRD, AMLR, CRA — one platform.
Daily horizon scanning
Regulatory changes alerted, mapped to your obligations, every day.
Designed for the kind of companies PayrollPlus serves — Swiss SMBs running outsourced payroll, HR-tech operators, and accounting firms with employer-of-record duties.
Frequently asked questions
Is FADP really different from GDPR for HR data?+
Yes — Swiss FADP applies to any processing of Swiss residents' data regardless of where your company is based, has its own breach notification timeline (no fixed 72-hour rule), and creates personal liability for senior decision-makers up to CHF 250 000. Treating GDPR compliance as automatic FADP compliance leaves real gaps.
Do AI hiring tools really fall under the AI Act?+
Yes — explicitly. AI Act Annex III lists employment, workers management and access to self-employment as high-risk categories. CV screeners, automated interview-scoring tools, performance-prediction models and promotion-recommendation systems all qualify. The provider (vendor) and the deployer (you, if you use them) both have obligations.
We outsource payroll. Are we still responsible?+
Yes. As the employer you remain the controller for the data. Your payroll provider is a processor — they act on your instructions and your liability for their conduct depends on your DPA. ComplyOne maps the joint-controller and processor flows so you can demonstrate compliance even when most processing happens outside your walls.
Where does CSRD come in for HR?+
CSRD requires reporting on workforce metrics — diversity, pay equity, training, working conditions, social dialogue. Large companies face direct obligations; SMBs face indirect obligations through customer questionnaires. ComplyOne tracks the full data set and helps respond to enterprise customers' ESG due-diligence requests.
How long does it take to get up and running?+
The compliance check takes about 5 minutes and produces your applicable-regulations map immediately. From there ComplyOne walks your team through the prioritised tasks — most HR-focused organisations complete initial setup in under a working day.
See where you stand — in 60 seconds
Free compliance check, no signup required. Get your obligation map and gap report instantly.