Does the Cyber Resilience Act Apply to HR Tech?
Learn if the EU CRA applies to HR Tech, what the core compliance requirements are, and how to start preparing your engineering teams automatically.
Core Definition
Yes. The EU Cyber Resilience Act applies directly to HR Tech as they fall under the definition of "products with digital elements." An HR platform storing salary and background-check data needs CRA-grade access control on top of GDPR's lawful-basis requirements. This means your software must meet mandatory cybersecurity requirements to be distributed in the EU market.
Key Compliance Steps for HR Tech
- Determine Classification: Check if your HR Tech falls under the default category or Class I/Class II, which dictate stricter conformity assessment paths.
- Perform Risk Assessment: Map out the attack surface for your software and document the mitigations for the "secure by design" requirement.
- Implement Vulnerability Reporting: Provide a 24-hour reporting mechanism to ENISA for actively exploited vulnerabilities.
- Generate an SBOM: Ensure all dependencies used in your HR Tech are documented in a machine-readable Software Bill of Materials.
- Avoid the Common Pitfall: Role-based access reviews get scoped to 'admin vs employee' when CRA expects documented least-privilege design decisions.
How This Plays Out in Practice
An HR platform storing salary and background-check data needs CRA-grade access control on top of GDPR's lawful-basis requirements.
What to Watch For
Role-based access reviews get scoped to 'admin vs employee' when CRA expects documented least-privilege design decisions.
Assess Your CRA Readiness
Evaluate your product's Cyber Resilience Act readiness using our interactive tool. Find exactly which of the 22 security requirements apply directly to HR Tech.