DATA PROTECTION
Labour Decree of May 1st: amendments to the Transparency Decree no. 104/2022.
The Labour Decree of 1 May 2023 intervened on the Transparency Decree by narrowly clarifying that the employer (data controller) is obliged to inform the employee of the use of 'fully' automated decision-making or monitoring systems for the purposes of selection, management of the employment relationship, termination of the employment relationship, monitoring, evaluation, performance and fulfilment of employee obligations.
Thus, the field is restricted to employment relationships that are fully subject to fully automated systems (e.g., work through IT platforms).
The decree has also been revised and simplified with reference to the information obligations to be fulfilled in the employment contract, fulfilment of which is now possible by simple reference to the law or the CCNL.
Thus, the field is restricted to employment relationships that are fully subject to fully automated systems (e.g., work through IT platforms).
The decree has also been revised and simplified with reference to the information obligations to be fulfilled in the employment contract, fulfilment of which is now possible by simple reference to the law or the CCNL.
