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Detect insider risk,
without eroding trust.
A programme designed with HR, legal and privacy from the first day: clear governance, proportionate monitoring aligned to applicable data protection and employment law, behavioural detection, and a clean hand-off to forensics when something is real.
Insider risk is a governance problem first.
Most insider incidents are not spies. They are a departing employee taking a client list, a contractor with access that was never removed, or a well-meaning person who emailed the wrong file. A small number are deliberate. All of them involve someone who already had legitimate access, which is why perimeter tools do not see them.
Detecting insider risk means watching behaviour, and that has to be done lawfully and proportionately. Data protection law, employment law and employment contracts all shape what you can monitor, how you give notice, and how an investigation must be run. We design the programme with your HR, legal and privacy teams so that it works, and so that it holds up when a case reaches a tribunal or a court.
- An insider threat programme charter with roles for security, HR, legal and privacy
- A privacy impact assessment aligned to the UAE PDPL, Saudi PDPL or other applicable data protection law
- Acceptable use, monitoring and notice policies written for your workforce
- Behavioural detection use cases built on identity, endpoint and data-access telemetry
- An investigation protocol with legal review points and evidence handling
- Offboarding and high-risk departure procedures
Five steps, charter to response.
Govern
We bring security, HR, legal and privacy together to agree the programme's purpose, scope, decision rights and oversight.
Assess privacy and law
A privacy impact assessment and legal review shape what is monitored, how notice is given and how monitoring stays proportionate to risk.
Detect
Behavioural baselines and use cases flag unusual data access, mass downloads, privilege changes and departing-employee activity, scored with context to keep noise down.
Triage discreetly
Alerts are validated quietly before anyone is named, protecting both the organization and the employee from a false accusation.
Hand off
When a case is real, evidence is preserved and handed to Bifrost digital forensics with chain of custody intact, alongside HR and legal.
What a working programme needs.
Governance
A charter, an oversight group, clear decision rights and regular review of what is monitored and why.
Lawful monitoring
Notice, proportionality and purpose limitation built in, aligned to the data protection law that applies to your workforce.
Detection
Behaviour analytics on identity, endpoint, email and data-access signals, focused on high-risk roles and departures.
Investigation
A protocol with legal review points and forensic evidence handling that will stand up later.
Who it is for
Organizations that hold valuable intellectual property, client data or regulated records, and those with high staff turnover, large contractor populations or privileged users with broad access. Also anyone who has had a departing employee leave with data and wants a better answer next time.
- Bifrost digital forensics, investigate a confirmed case
- Data loss prevention, control the exits data leaves through
- HILDR, know when a sensitive document surfaces outside
- eDiscovery, when a case goes to litigation
What buyers ask.
Is monitoring employees legal?
It can be, when it has a legitimate purpose, is proportionate, and staff are given notice. The rules vary by jurisdiction, free zone and sector, which is why we design the programme with your legal and privacy teams.
Won't this damage trust with our staff?
Secret, broad surveillance would. A programme with clear policy, transparent notice and proportionate controls focused on real risk is easier to defend and tends to be accepted.
We already have DLP.
DLP watches data at certain exits. Insider risk also covers access patterns, privilege changes and behaviour over time. The two work together, and we integrate with what you have.
What happens when you find something?
Discreet triage first, to confirm before anyone is named. If it is real, evidence is preserved and handed to forensics with chain of custody, coordinated with HR and legal.
Build a programme that holds up.
Put an engineer on a call to scope an insider threat programme assessment. No charge, no commitment.