Auteurs

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

Salary partner

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Michael Tan

Associé

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Heather Jiang

Collaborateur

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Julian Sun

Collaborateur

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

Associé

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Thomas Kahl

Associé

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

Associé

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Auteurs

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

Salary partner

Read More

Michael Tan

Associé

Read More

Heather Jiang

Collaborateur

Read More

Julian Sun

Collaborateur

Read More

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

Associé

Read More

Thomas Kahl

Associé

Read More

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

Associé

Read More

21 septembre 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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