open search
Arbeitsrecht in der Pandemie Internationales Arbeitsrecht Neueste Beiträge

COVID-19 vaccination: what data can employers in Hungary process on employees’ status?

Print Friendly, PDF & Email
The Hungarian National Authority for Data Protection and Freedom of Information has published its position on the processing of data relating to employees’ COVID-19 vaccination status. This article gives details.

On 1 April 2021, the Hungarian National Authority for Data Protection and Freedom of Information (the ‘Authority’) communicated its position on vaccination data. This position applies solely to employees and only applies during the epidemic situation.

The Authority highlights that the data on vaccination may only be processed if the employer takes effective and necessary occupational safety measures based on the data collected. This means that if an employer decides to process this data, it will be obliged to take, document and, if necessary, justify occupational safety measures and decisions based on it. If the employer does not use the collected data, it will breach the principle of storage limitation, which is illegal in all cases.

As a result, the employer must prepare an occupational safety risk analysis to assess potential occupational exposure to COVID-19 infection. Data on the employee’s protection (i.e. the fact of vaccination or the fact that s/he has been infected) can only be processed if, on the basis of the risk analysis, it is necessary for certain jobs or group of employees.

The Authority mentions two extreme examples to illustrate whether it is necessary to process the data on protection:

  • In the event of an employee being on permanent distance work, it is obviously cannot not possible to establish there is a need to process this data.
  • For an employee repairing and maintaining medical and other equipment in COVID-19 wards of hospitals data processing is necessary.

In our opinion, there are several jobs between these two extremes where the need to process data on COVID-19 protection can be demonstrated.

Prior to this data processing, the employer has to determine its legal basis. For this, it is important to emphasise that the fact of protection qualifies as data concerning health, which belongs to a special category of personal data. In view of this, it is our opinion that the appropriate legal basis for processing data on COVID-19 protection will be the legitimate interest of the employer in fulfilling its obligation to ensure occupational safety. In order to establish legitimate interest, employer has to carry out a balancing test striking a balance between its obligation to provide occupation safety and employees’ right to privacy. It is important to note that the employee’s consent will not be regarded as appropriate legal basis, as the voluntary nature of this consent may be questionable given the subordinate relationship between employee and employer.

In addition, the employer has to prepare data processing information in which it must set out, clearly and in a sufficiently detailed manner for employees, the purpose and legal basis of data processing, the period of data retention and the scope of individuals accessing the data. Data subjects must also be informed of the possibility of exercising their rights under the GDPR and of the means of accessing remedies.

If all conditions are met, the employer may request display of the digital application provided by the Electronic Health Service Space operator, or presentation of a certificate of protection, at the most.  No copies can be made of the certificate on protection, only the fact an employee is protected. If known, the duration of protection may be recorded. No further data can be lawfully collected and processed by the employer for the purpose of proving protection against COVID-19.

Ius Laboris

Ius Laboris is a leading international employment law practice combining the world’s leading employment, labour and pension firms. Our role lies in sharing insights and helping clients to navigate the world of labour and employment law successfully.
Verwandte Beiträge
Arbeitsrecht in der Pandemie Individualarbeitsrecht Neueste Beiträge

Neues zum Urlaubsanspruch in der Quarantäne

„Arbeitnehmer, die sich während ihres Urlaubs wegen einer Coronainfektion, jedoch ohne ärztliches Attest in behördlich angeordnete Quarantäne begeben müssen, haben keinen Anspruch auf Nachgewährung der Urlaubstage für die Zeiten der Quarantäne“ – dies war die bisherige von der Rechtsprechung nahezu einhellig vertretene Rechtsauffassung. In einem vergleichbaren Fall hat das LAG Hamm nun überraschend einem Arbeitnehmer die Nachgewährung von Urlaubstagen zugesprochen. Jeder Arbeitnehmer hat pro Kalenderjahr…
Individualarbeitsrecht Neueste Beiträge

Kündigung wegen fehlender Corona-Schutzimpfung vor Vertragsbeginn rechtens

Legt ein Arbeitgeber in seinem Betrieb das „2G-Modell“ fest, so kann er einem nicht geimpften Arbeitnehmer noch vor Vertragsbeginn kündigen. So jedenfalls das Arbeitsgericht Berlin in einer kürzlich ergangenen Entscheidung in einem Musicalaufführungsbetrieb. Zur Eindämmung der Corona-Pandemie haben Arbeitgeber teilweise über das gesetzliche Mindestmaß des „3G-Modells“ (geimpft, genesen, getestet) hinaus sogar das „2G-Modell“ am Arbeitsplatz eingeführt. Hiernach müssen Arbeitnehmer entweder gegen das Coronavirus geimpft oder…
Internationales Arbeitsrecht Neueste Beiträge

‘Living with Covid’: what does it mean for UK workplaces?

Under the UK government’s new Living with Covid strategy, mandatory self-isolation has now ended in England and free testing will end on 1 April. What does this mean for employers? On 21 February 2022, the UK government published its plan for Living with Covid including the timetable for removing Covid measures in England. From 24 February, the legal requirement to self-isolate following a positive test was replaced…
Abonnieren Sie den KLIEMT-Newsletter.
Jetzt anmelden und informiert bleiben.

Die Abmeldung ist jederzeit möglich.

Schreibe einen Kommentar

Deine E-Mail-Adresse wird nicht veröffentlicht.