Workforce data, handled responsibly
Attendance systems hold biometric data, location history and working-hour records for people who did not choose the vendor. That is a heavier obligation than most business software carries, and it shapes how the platform is built.
UAE PDPL alignment
AiyaHR is designed around the UAE Personal Data Protection Law (Federal Decree-Law No. 45 of 2021): explicit consent capture on first use, data-subject rights (access, correction, erasure) through the staff app, and clear handling of biometric and location data.
Encryption
Workforce data is encrypted at rest and in transit with industry-standard encryption. Access is role-based, so each manager sees only the staff and sites they are responsible for.
PDPL-aligned data handling
Data is processed on enterprise-grade cloud infrastructure, encrypted at rest and in transit, under the transfer safeguards UAE PDPL Article 22 requires. Biometric face data is never sent to third-party AI providers — face matching runs inside our own infrastructure.
Configurable biometric retention
Biometric records auto-delete after a retention window you configure. The audit trail — who checked in, when, where, with what confidence — is retained separately, without the biometric image, preserving the record without holding personal data indefinitely.
UAE Labour Law records
Attendance, working-hour, and leave records are inspection-ready and retained for the legally required period under UAE Labour Law (Federal Decree-Law No. 33 of 2021). WPS-ready exports feed your payroll cleanly.
Human-in-the-loop AI
AI verifies identity, drafts rosters, and flags anomalies — but every consequential decision requires a human to confirm. No black-box automation acts on a staff record on its own.
What we deliberately do not do
Security pages tend to list what a vendor does. These are the things we do not, which is usually the more useful half for anyone doing due diligence.
We do not send face data to third-party AI providers
Face matching runs inside our own infrastructure. Biometric data leaving your vendor for another vendor is a disclosure your staff did not consent to, and it is the thing most difficult to undo once it has happened.
We do not retain biometric images indefinitely
The retention window is yours to configure, and the audit trail survives without the image. Keeping the record is a legitimate need; keeping the face is usually not.
We do not sell or share workforce data
Your employee data is not an input to anything we sell, is not shared with advertisers or data brokers, and is not used to train models.
We do not let AI act alone on a staff record
AI verifies, drafts and flags. A human confirms anything with a consequence attached — pay, discipline, or a record that follows someone to their next job.
We do not make your data hard to leave with
Export in open formats is available on request, including at the point you decide to stop using us. A platform that makes leaving expensive is charging you a switching cost you never agreed to.
We do not grant blanket access internally
Access is role-based for your managers, and support access to customer data is restricted rather than assumed. Being the vendor is not itself a reason to see an employee record.
Consent, and what happens when someone declines
UAE data protection law treats biometric data as a special category, which means it cannot ride along on a general employment agreement. Consent has to be specific, informed and separable from everything else the employee is agreeing to.
AiyaHR captures that consent explicitly on first use, in the staff app, in language the employee can read — what is collected, what it is used for, how long it is kept, and how to withdraw it. Withdrawal is available afterwards through the same app rather than requiring a request to HR.
The part organisations most often overlook is what happens when someone declines. A deployment that cannot function without every employee consenting has not really obtained consent at all — it has obtained compliance. Attendance can be recorded without biometric verification for staff who opt out, so consent stays a genuine choice and the organisation is not left with an unusable system.
For procurement and legal review
The requests that come up in most security reviews, and what to expect:
Can we sign a Data Processing Addendum?
Yes. Ask and we will provide one covering the processing described on this page, the roles of controller and processor, and the obligations on each side.
Who else processes our data?
Infrastructure and email delivery providers, in the ordinary way, bound by contract. We will name them on request rather than asking you to accept an unnamed list.
What happens if there is a breach?
You are notified. We would rather tell you about something that turns out to be minor than have you learn about it from somewhere else, and notification obligations under UAE law run to you as controller.
Can we run our own security review?
Yes. Send your questionnaire. We will answer it directly, including where the honest answer is that something is on the roadmap rather than in place.
How is access to our data controlled on your side?
Support access is restricted rather than open to anyone employed here, and being the vendor is not itself a justification for reading an employee record.
What happens to our data if we leave?
You export it, in open formats, and we delete it according to the terms agreed. Neither of those should require negotiation at the point you have decided to go.
This page describes AiyaHR’s approach to data protection and is not legal advice. For a Data Processing Addendum, a completed security questionnaire, or a specific compliance question, please contact us.