作者

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

授薪合伙人

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Michael Tan

合伙人

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Heather Jiang

律师

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Julian Sun

律师

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

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Thomas Kahl

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

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作者

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

授薪合伙人

Read More

Michael Tan

合伙人

Read More

Heather Jiang

律师

Read More

Julian Sun

律师

Read More

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

合伙人

Read More

Thomas Kahl

合伙人

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

合伙人

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2021年9月21日

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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