The Information Commissioner’s Office (ICO) has released updated guidance on anonymisation and pseudonymisation — and it’s an important step forward for how we manage and protect data in HR.

Whether you’re running employee surveys, analysing exit interview trends, or sharing information with third-party vendors, understanding the difference between anonymisation and pseudonymisation isn’t just a technical detail — it’s key to protecting sensitive data, reducing risk, and staying compliant with UK GDPR.

So, what’s changed? The ICO’s new guidance reflects a more practical, real-world approach to data protection. It outlines how anonymised data — where individuals can no longer be identified — is treated differently under data protection law. It also explains the role of pseudonymisation, where identifiable data is masked but still linkable under certain conditions, as a helpful risk-reduction tool.

To help you get to grips with the key takeaways, we’ve created a clear, easy-to-follow visual guide. It breaks down the core differences between anonymisation and pseudonymisation and offers simple examples you’ll recognise from everyday HR work.

It’s perfect for sharing with clients or bookmarking for your own reference.

Check out the infographic and read the blog.

As HR professionals, staying ahead of the curve on data protection isn’t just good practice — it’s part of championing high standards in everything we do.