PIIA (SA) — Necessity and Proportionality
Get Started with This SkillOverview
Draft the necessity and proportionality assessment for a POPIA PIIA: document that processing is necessary and that no less-intrusive method exists.
Getting Started
Add your source materials to the project workspace, then activate the PIIA (SA) — Necessity and Proportionality skill. The agent will guide you through the process step by step.
Example conversation
You: We need the necessity and proportionality assessment for the PIIA—showing we’ve considered less intrusive options.
Agent: I’ll draft that section. I’ll tie each data category and processing step to the purpose, explain why it’s necessary (what would fail without it), and then address proportionality: data minimisation, retention limits, and alternatives we considered (e.g. anonymised reporting instead of identifiable data). I’ll use a short table so it’s easy to review and link to the systematic description.
Output excerpt
| Data category | Purpose | Necessity | Proportionality |
|---|---|---|---|
| Name, ID, contact | Payroll, benefits | Required to identify the employee and pay the correct person; no alternative. | Retained only for active employment + statutory period; no broader use. |
| Bank details | Salary payment | Necessary to effect payment; cannot be replaced by a less intrusive option. | Stored only in payroll system; access limited to payroll and finance. |
| Medical aid data | Benefits admin | Required to enrol and maintain cover; insurer needs identifiable data. | Only relevant fields shared with scheme; retention aligned with scheme rules. |
Conclusion — Processing is necessary for the stated purposes. Retention periods and access controls are proportionate; alternatives such as fully anonymised payroll were considered and rejected because statutory and contractual obligations require identifiable records.