Article 88 GDPR. Processing in the context of employment
1. Member States may, by law or by collective agreements, provide for more specific rules to ensure the protection of the rights and freedoms in respect of the processing of employees’ personal data in the employment context, in particular for the purposes of the recruitment, the performance of the contract of employment, including discharge of obligations laid down by law or by collective agreements, management, planning and organisation of work, equality and diversity in the workplace, health and safety at work, protection of employer’s or customer’s property and for the purposes of the exercise and enjoyment, on an individual or collective basis, of rights and benefits related to employment, and for the purpose of the termination of the employment relationship.
2. Those rules shall include suitable and specific measures to safeguard the data subject’s human dignity, legitimate interests and fundamental rights, with particular regard to the transparency of processing, the transfer of personal data within a group of undertakings, or a group of enterprises engaged in a joint economic activity and monitoring systems at the work place.
Elaboration on how to understand the concept of transparency can be found in Article 29 Working Party. “Guidelines on transparency under Regulation 2016/679”. WP 260 rev.01, 11 April 2018. ec.europa.eu/newsroom/article29/document.cfm?action=display&doc_id=51025 – endorsed by the EDPB
65. The controller must be clear and open with the data subject about how they will collect, use and share personal data. Transparency is about enabling data subjects to understand, and if necessary, make use of their rights in Articles 15 to 22. The principle is embedded in Articles 12, 13, 14 and 34. Measures and safeguards put in place to support the principle of transparency should also support the implementation of these Articles.
66. Key design and default elements for the principle of transparency may include:
•Clarity – Information shall be in clear and plain language, concise and intelligible.
•Semantics – Communication should have a clear meaning to the audience in question.
•Accessibility – Information shall be easily accessible for the data subject.
•Contextual – Information should be provided at the relevant time and in the appropriate form.
•Relevance – Information should be relevant and applicable to the specific data subject.
•Universal design – Information shall be accessible to all data subjects, include use of machine readable languages to facilitate and automate readability and clarity.
•Comprehensible – Data subjects should have a fair understanding of what they can expect with regards to the processing of their personal data, particularly when the data subjects are children or other vulnerable groups.
• Multi-channel – Information should be provided in different channels and media, not only the textual, to increase the probability for the information to effectively reach the data subject.
• Layered – The information should be layered in a manner that resolves the tension between completeness and understanding, while accounting for data subjects’ reasonable expectations.
3. Each Member State shall notify to the Commission those provisions of its law which it adopts pursuant to paragraph 1, by 25 May 2018 and, without delay, any subsequent amendment affecting them.
General Data Protection Regulation (EU GDPR)
The latest consolidated version of the Regulation with corrections by Corrigendum, OJ L 127, 23.5.2018, p. 2 ((EU) 2016/679). Source: EUR-lex.
(155) Member State law or collective agreements, including ‘works agreements’, may provide for specific rules on the processing of employees' personal data in the employment context, in particular for the conditions under which personal data in the employment context may be processed on the basis of the consent of the employee, the purposes of the recruitment, the performance of the contract of employment, including discharge of obligations laid down by law or by collective agreements, management, planning and organisation of work, equality and diversity in the workplace, health and safety at work, and for the purposes of the exercise and enjoyment, on an individual or collective basis, of rights and benefits related to employment, and for the purpose of the termination of the employment relationship.