Authors

Dr. Guang Li, LL.M. (Cornell / Freiburg)

Salary partner

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Michael Tan

Partner

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Heather Jiang

Associate

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Julian Sun

Associate

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Dr. Axel Frhr. von dem Bussche, LL.M. (LSE)

Partner

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Thomas Kahl

Partner

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Dr. Nicolai Wiegand, LL.M. (NYU)

Partner

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Authors

Dr. Guang Li, LL.M. (Cornell / Freiburg)

Salary partner

Read More

Michael Tan

Partner

Read More

Heather Jiang

Associate

Read More

Julian Sun

Associate

Read More

Dr. Axel Frhr. von dem Bussche, LL.M. (LSE)

Partner

Read More

Thomas Kahl

Partner

Read More

Dr. Nicolai Wiegand, LL.M. (NYU)

Partner

Read More

21 September 2021

Impact of PIPL on Employment Relationships

  • Briefing

The Personal Information Protection Law (“PIPL”) of the People’s Republic of China (“PRC”) was adopted at the 30th Session of the Standing Committee of the 13th National People’s Congress of the PRC on August 20, 2021. It was promulgated the same day through Presidential Decree No. 91. The PIPL will become effective as of November 1, 2021.

Since in the course of employment employers can independently determine the purpose and method of processing (potential, current and former) employees’ personal information (e.g. name, gender, ethnicity, date and place of birth, ID No., address, email account, phone No., general health conditions, educational background, work experience, emergency contacts), employers are personal information processors in terms of PIPL.

Below we summarize some major issues under the PIPL that could have an impact on dealing with employment relationships.

You can download the full article below: 

Impact of PIPL on Employment Relationships

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