In the internal emails of the HR department, it may contain the following sensitive information about employees. This information usually needs to be kept strictly confidential and comply with relevant laws and regulations (such as the "Personal Information Protection Act" or the "General Data Protection Regulation", etc.).： --- ### **1. Personally identifiable information** -Unique identification information such as full name, ID number, passport number, etc. - Home address, contact number, personal email address and other contact information. ### **2. Salary and benefits** -Specific amounts of wages, bonuses, equity incentives, etc. -Details of benefits such as social Security, provident fund, and commercial insurance. -The reasons for salary adjustment or deduction (such as performance issues, disciplinary violations, etc.). ### **3. Performance evaluation and promotion** -Performance appraisal results, undisclosed promotion or demotion discussions. -Negative comments and improvement plans (PIP) from leaders or colleagues. -There are no officially announced job changes or layoff plans. ### **4. Discipline and complaints** -Investigation of disciplinary violations (such as corruption, harassment, violation of company policies, etc.). -The content of internal complaints or reports (the whistleblower may be anonymous, but the details are sensitive). -The specific reason for the dismissal or warning letter. ### **5. Health and Privacy** -Medical records, reasons for sick leave, and applications for mental health support. -Pregnancy, disability or other circumstances that require special care. ### **6. Background check and file** -The results of background checks before entering the job (such as academic qualifications, criminal records, etc.). -Confidentiality clauses or competition restrictions in employee contracts. ### **7. Legal disputes** -Details of ongoing labor arbitration, litigation or negotiated resignation. -The content of the confidentiality agreement or settlement agreement signed with the employee. ### **8. Other sensitive information** -Emergency contact information (such as family member relationships). -Workplace conflicts reported by employees (such as team conflicts, discrimination, etc.). --- ###**Precautions** -**Confidentiality requirements**: This kind of information needs to be transmitted through encrypted mail or a secure internal system, and only necessary personnel are aware of it. -**Compliance risk**: Disclosure may lead to legal consequences (such as violation of privacy) or a crisis of employee trust. -**Principle of minimization**: Emails should avoid including non-essential details, and use ambiguity if necessary (such as only mentioning “a certain employee”). The company's HR department usually has a clear confidentiality policy and data management norms to ensure that sensitive information is only used within the scope of authorization.