Category: Belgium

Belgian DPA declares technical standard used for cookie banner for consent requests illegal

28. March 2022

In a long-awaited decision on the Transparency and Consent Framework (TCF), the Belgian data protection authority APD concludes that this technical standard, which advertisers use to collect consent for targeted advertising on the Internet, does not comply with the principles of legality and fairness. Accordingly, it violates the GDPR.

The ADP’s decision is aligned with other European data protection authorities and has consequences for cookie banners and behavioral online advertising in the EU. The advertising association IAB Europe, which develops and operates the TCF system, must now delete the personal data collected in this way and pay a fine of 250,000 euros. In addition, conditions have been determined for the advertising industry under which the TCF may continue to be used at all.

Almost all companies, including advertising companies such as Google or Amazon, use the mechanism to pass on users’ presumed consent to the processing of their personal data for personalized advertising purposes. This decision will have a major impact on the protection of users’ personal data. This is also confirmed by Hielke Hijmans from APD.

The basic structure of the targeted advertising system is that each visit to a participating website triggers an auction among the providers of advertisements. Based on the desired prices and the user’s data profile, among other things, a decision is made in milliseconds as to which advertisements she will see. For this real-time bidding (RTB) to work, the advertising companies collect data to compile target groups for ads.

If users accept cookies or do not object that the use of their data is in the legitimate interest of the provider, the TCF generates a so-called TC string, which contains information about consent decisions. This identifier forms the basis for the creation of individual profiles and for the auctions in which advertising spaces and, with them, the attention of the desired target group are auctioned off, and is forwarded to partners in the OpenRTB system.

According to the authority, the TC strings already constitute personal data because they enable users to be identified with the IP address and the cookies set by the TCF. In addition, IAB Europe is said to be jointly legally responsible for any data processing via the framework, although IAB Europe has not positioned itself as a data processor, only as a provider of a standard.
The TCF envisions advertising providers invoking a “legitimate interest” in data collection in cookie banners that pop up all the time, rather than asking for consent. This would have to be prohibited, for example, for it to be lawful. The principles of privacy by design and by default are also violated, since consent is literally tricked by design tricks, the data flows are not manageable, and revocation of consent is hardly possible.

(Update) Processing of COVID-19 immunization data of employees in EEA countries

21. January 2022

With COVID-19 vaccination campaigns well under way, employers are faced with the question of whether they are legally permitted to ask employees about their COVID-19 related information and, if so, how that information may be used.

COVID-19 related information, such as vaccination status, whether an employee has recovered from an infection or whether an employee is infected with COVID-19, is considered health data. This type of data is considered particularly sensitive data in most data protection regimes, which may only be processed under strict conditions. Art. 9 (1) General Data Protection Regulation (GDPR)(EU), Art. 9 (1) UK-GDPR (UK), Art. 5 (II) General Personal Data Protection Law (LGPD) (Brazil), para. 1798.140. (b) California Consumer Privacy Act of 2018 (CCPA) (California) all consider health-related information as sensitive personal data. However, the question of whether COVID-19-related data may be processed by an employer is evaluated differently, even in the context of the same data protection regime such as the GDPR.

Below, we discuss whether employers in different European Economic Area (EEA) countries are permitted to process COVID-19-related data about their employees.

Austria: The processing of health data in context of the COVID-19 pandemic can be based on Article 9 (2) (b) of the GDPR in conjunction with the relevant provisions on the duty of care (processing for the purpose of fulfilling obligations under labor and social law). Under Austrian labor law, every employer has a duty of care towards its employees, which also includes the exclusion of health hazards in the workplace. However, this only entitles the employer to ask the employee in general terms whether he or she has been examined, is healthy or has been vaccinated. Therefore, if the legislator provides for two other equivalent methods to prove a low epidemiological risk in addition to vaccination, the current view of the data protection authority is that specific questioning about vaccination status is not possible from a data protection perspective. An exception to this is only to be seen in the case of an explicit (voluntary) consent of the employee (Art. 9 (2) a) GDPR), but a voluntary consent is not to be assumed as a rule due to the dependency relationship of the employee.
As of November, employees will be obliged to prove whether they have been vaccinated, recovered from a COVID-19 infection or recently tested negative if they have physical contact with others in enclosed spaces, such as the office.

Austria was the first EU country to introduce mandatory Corona vaccination. From the beginning of February, Corona vaccination will be mandatory for all persons over 18 years of age, otherwise they will face fines of up to 3,600 euros from mid-March.

Belgium: In Belgium, there is no legal basis for the processing of vaccination information of employees by their employer. Article 9 (1) GDPR prohibits the processing of health data unless an explicit exception under Article 9 (2) GDPR applies. Such an exception may be a legal provision or the free and explicit consent of the data subject. Such a legal provision is missing and in the relationship between employee and employer, the employee’s consent is rarely free, as an employee may be under great pressure to give consent. The Belgian data protection authority explicitly denies the employer’s right to ask.

The Belgian government plans to make vaccination mandatory for health workers from April 2022.

Finland: The processing of an employee’s health data is only permitted if it is directly necessary for the employment relationship. The employer must carefully assess whether this necessity exists. It is not possible to deviate from this necessity by obtaining the employee’s consent. The employer may process an employee’s health data if this is necessary for the payment of sick pay or comparable health-related benefits or to establish a legitimate reason for the employee’s absence. The processing of health data is also permitted if an employee expressly requests that his or her ability to work be determined on the basis of health data. In addition, the employer is entitled to process an employee’s health data in situations expressly provided for by law. The employer may require occupational health care to provide statistical data on the immunization coverage of its employees.

France: In general employers may not require their employees to disclose whether they have been vaccinated, unless specific circumstances determined by law apply.

In France, mandatory vaccination has been in effect since mid-September for healthcare workers, i.e., employees of hospitals, retirement and nursing homes, care services, and employees of emergency services and fire departments.

Since July 21st, 2021, a “health passport” is mandatory for recreational and cultural facilities with more than 50 visitors, such as theaters, cinemas, concerts, festivals, sports venues. The health passport is a digital or paper-based record of whether a person has been vaccinated, recovered within 11 days to 6 months, or tested negative within 48 hours. Due to the Health Crisis Management Law No 2021-1040 of August 5, 2021 there are several workplaces where the health pass is mandatory for employees since August 30th, 2021. These include bars, restaurants, seminars, public transport for long journeys (train, bus, plane The health passport is also mandatory for the staff and visitors of hospitals, homes for the elderly, retirement homes, but not for patients who have a medical emergency.Visitors and staff of department stores and shopping malls need to present a health pass in case the prefect of the department decided this necessary. In these cases, the employer is obliged to check if his employees meet their legal obligations. However, the employer should not copy and store the vaccination certificates, but only store the information whether an employee has been vaccinated. Employers who do not fall into these categories are not allowed to process their employees’ vaccination data. In these cases, only occupational health services may process this type of information and the employer may not obtain this information under any circumstances. At most, he may obtain a medical opinion on whether an employee is fit for work.

Germany: Processing of COVID-19-related information is generally only allowed for employers in certain industries. Certain employers named in the law, such as in §§ 23a, 23 Infection Protection Act (IfSG), employers in certain health care facilities (e.g. hospitals, doctors’ offices, rescue services) and § 36 (3) IfSG, such as day care centers, outpatient care services, schools, homeless shelters or correctional facilities, are allowed to process the vaccination status of their employees.

Other employers are generally not permitted to inquire about the vaccination status of employees. But since §28b IfSG came into force on November 24, 2021, employees may only be granted access to company premises if they can prove that they have either been vaccinated, recently recovered or tested negative (so-called “3G status”). In this context, employers may require employees to provide proof of one of the three statuses but may not specifically ask about vaccination status. When it comes to processing and storing information obtained during access control, for data protection reasons, this information must be limited to the fact that employees have access to the premises (taking into account their documented status) and how long this access authorization has existed.

Under current law, while “vaccinated” status does not expire, the information may only be stored for 6 months. “Recently recovered” status is only valid for three months. After that, they must provide other proof that they meet one of the 3G criteria. A negative test is valid for either 24 or 48 hours, depending on the type of test.

Since November 2021, employers are required to verify whether an employee who has been sanctioned with a quarantine for COVID-19 infection was or could have been vaccinated prior to the infection. Under the fourth sentence of Section 56 (1) of the IfSG, an employee is not entitled to continued payment for the period of quarantine if the employee could have avoided the quarantine, e.g., by taking advantage of a vaccination program. The employer must pay the compensation on behalf of the competent authority. As part of this obligation to make an advance payment, the employer is also obliged to check whether the factual requirements for granting the benefits are met. The employer is therefore obliged to obtain information on the vaccination status of its employee before paying the compensation and to decide on this basis whether compensation can be considered in the individual case. The data protection law basis for this processing activity is Section 26 (3) of the German Federal Data Protection Act (BDSG), which permits the processing of special categories of personal data – if this is necessary for the exercise of rights or the fulfillment of legal obligations under labor, social insurance and social protection law and there is no reason to assume that the interests of the data subjects worthy of protection in the exclusion of the processing outweigh this. The Data Protection Conference, an association of German data protection authorities, states that processing the vaccination status of employees on the basis of consent is only possible if the consent was given voluntarily and thus legally valid, Section 26 (3) sentence 2 and (2) BDSG. Due to the relationship of superiority and subordination existing between employer and employee, there are regularly doubts about the voluntariness and thus the legal validity of the employees’ consent.

If employers are allowed to process the vaccination status of their employees, they should not copy the certificates, but only check to see if an employee has been vaccinated.

A mandatory vaccination for all german citizens is being discussed.

Greece: Corona vaccination became mandatory for nursing home staff in mid-August and for the healthcare sector on September 1. Since mid-September, all unvaccinated professionals have had to present a negative Corona rapid test twice a week – at their own expense – when they go to work.

Italy: Since October 15, Italy has become the first country in the EEA to require all workers to present a “green passport” at the workplace. This document records whether a person has been vaccinated, recovered, or tested. A general vaccination requirement has been in effect for health care workers since May, and employees in educational institutions have been required to present the green passport since September. In mid-October, mandatory vaccination was extended to employees of nursing homes.

Netherlands: Currently, there is no specific legislation that allows employers to process the vaccination data of their employees. Government guidelines for employers state that neither testing nor vaccination can be mandated for employees. Only occupational health services and company physicians are allowed to process vaccination data, for example, when employees are absent or reinstated. The Minister of Health, Welfare and Sport has announced that he will allow the health sector to determine the vaccination status of its employees. He also wants to examine whether and how this can be done in other work situations. Currently, employers can only offer voluntary testing in the workplace, but are not allowed to document or enforce the results of such tests.

Spain: Employers are allowed to ask employees if they have been vaccinated, but only if it is proportionate and necessary for the employer to fulfill its legal obligation to ensure health and safety in the workplace. However, employees have the right to refuse to answer this question. Before entering the workplace, employees may be asked to provide a negative test or proof of vaccination if the occupational health and safety provider deems it necessary for the particular workplace.

European Commission pursues legal action against Belgium over independence of Data Protection Autority

16. November 2021

In its October Infringements Package, the European Commission has stated it is pursuing legal actions against Belgium over concerns its Data Protection Authority (DPA) is not operating independently, as it should under the General Data Protection Regulation (GDPR).

The Commission stated that it “considers that Belgium violates Article 52 of the GDPR, which states that the data protection supervisory authority shall perform its tasks and exercise its powers independently. The independence of data protection authorities requires that their members are free from any external influence or incompatible occupation.”

According to the European Commission, however, some members of the Belgian DPA cannot be regarded as free from external influence, as they either report to a management committee depending on the Belgian government, they have taken part in governmental projects on COVID-19 contact tracing, or they are members of the Information Security Committee.

On June 9th, 2021, the Commission sent a letter of formal notice to Belgium, giving the member state two months to take corrective measures. Belgium’s response to the Commission’s letter did not address the issues raised and the members concerned have so far remained in their posts. The European Commission is now giving Belgium two months to take relevant action. If this fails, the Commission may decide to refer the case to the Court of Justice of the European Union.

Processing of COVID-19 immunization data of employees in EEA countries

27. October 2021

As COVID-19 vaccination campaigns are well under way, employers are faced with the question of whether they are legally permitted to ask employees about their COVID-19 related information (vaccinated, recovered, test result) and, if so, how that information may be used.

COVID-19 related information, such as vaccination status, whether an employee has recovered from an infection or whether an employee is infected with COVID-19, is considered health data. This type of data is considered particularly sensitive data in most data protection regimes, which may only be processed under strict conditions. Art. 9 (1) General Data Protection Regulation (GDPR)(EU), Art. 9 (1) UK-GDPR (UK), Art. 5 (II) General Personal Data Protection Law (LGPD) (Brazil), para. 1798.140. (b) California Consumer Privacy Act of 2018 (CCPA) (California) all consider health-related information as sensitive personal data. However, the question of whether COVID-19-related data may be processed by an employer is evaluated differently, even in the context of the same data protection regime such as the GDPR.

The following discusses whether employers in various European Economic Area (EEA) countries are permitted to process COVID-19-related information about their employees.

Austria: The processing of health data in context of the COVID-19 pandemic can be based on Article 9 (2) (b) of the GDPR in conjunction with the relevant provisions on the duty of care (processing for the purpose of fulfilling obligations under labor and social law). Under Austrian labor law, every employer has a duty of care towards its employees, which also includes the exclusion of health hazards in the workplace. However, this only entitles the employer to ask the employee in general terms whether he or she has been examined, is healthy or has been vaccinated. Therefore, if the legislator provides for two other equivalent methods to prove a low epidemiological risk in addition to vaccination, the current view of the data protection authority is that specific questioning about vaccination status is not possible from a data protection perspective. An exception to this is only to be seen in the case of an explicit (voluntary) consent of the employee (Art. 9 (2) a) GDPR), but a voluntary consent is not to be assumed as a rule due to the dependency relationship of the employee.
As of November, employees will be obliged to prove whether they have been vaccinated, recovered from a COVID-19 infection or recently tested negative if they have physical contact with others in enclosed spaces, such as the office.

Belgium: In Belgium, there is no legal basis for the processing of vaccination information of employees by their employer. Article 9 (1) GDPR prohibits the processing of health data unless an explicit exception under Article 9 (2) GDPR applies. Such an exception may be a legal provision or the free and explicit consent of the data subject. Such a legal provision is missing and in the relationship between employee and employer, the employee’s consent is rarely free, as an employee may be under great pressure to give consent. The Belgian data protection authority also explicitly denies the employer’s right to ask.

Finland: The processing of an employee’s health data is only permitted if it is directly necessary for the employment relationship. The employer must carefully verify whether this necessity exists. It is not possible to deviate from this necessity by obtaining the employee’s consent. The employer may process an employee’s health data if this is necessary for the payment of sick pay or comparable health-related benefits or to establish a justified reason for the employee’s absence. The processing of health data is also permitted if an employee expressly requests that his or her ability to work be determined on the basis of health data. In addition, the employer is entitled to process an employee’s health data in situations expressly provided for elsewhere in the Act. The employer may request from occupational health care statistical data on the vaccination protection of its employees.

France: Since July 21st, 2021, a “health passport” is mandatory for recreational and cultural facilities frequented by more than 50 people, such as theaters, cinemas, concerts, festivals, sports venues. The health passport is a digital or paper-based record of whether a person has been vaccinated, recovered within 11 days to 6 months, or tested negative within 48 hours. There are several workplaces where vaccination has been mandatory for workers since August 30th, 2021. These include bars, restaurants, seminars, public transport for long journeys (train, bus, plane). The health passport is also mandatory for the staff and visitors of hospitals, homes for the elderly, retirement homes, but not for patients who have a medical emergency. Also, visitors and staff of department stores and shopping malls need to present a health pass in case the prefect of the department decided this necessary. In these cases, the employer is obliged to check if his employees meet their legal obligations. However, the employer should not copy and store the vaccination certificates, but only store the information whether an employee has been vaccinated. Employers who do not fall into these categories are not allowed to process their employees’ vaccination data. In these cases, only occupational health services may process this type of information, but the employer may not obtain this information under any circumstances. At most, he may obtain a medical opinion on whether an employee is fit for work.

Germany: Processing of COVID-19 related information is generally only permitted for employers in certain sectors. Certain employers named in the law, such as in §§ 23a, 23 Infection Protection Act (IfSG), employers in certain health care facilities (e.g. hospitals, doctors’ offices, rescue services, ) and § 36 (3) IfSG, such as day care centers, outpatient care services, schools, homeless shelters or correctional facilities, are allowed to process the vaccination status of their employees. Other employers are generally not permitted to inquire about the vaccination status of employees. If allowed to process their employee’s vaccination status, employers should not copy the certificates but only check whether an employee is vaccinated. Although there has been an ongoing discussion in the federal government for several weeks about introducing a legal basis that would allow all employers to administer vaccination information. From November 2021, employers must check whether an employee who has been sanctioned with a quarantine due to a COVID-19 infection was or could have been vaccinated prior to the infection. According to Section 56 (1) sentence 4 IfSG, there is no entitlement to continued payment of remuneration for the period of quarantine if the employee could have avoided the quarantine, e.g. by taking advantage of a vaccination program. The employer must pay the compensation on behalf of the competent authority. As part of this obligation to pay in advance, the employer is also obliged to check whether the factual requirements for the granting of benefits are met. The employer is therefore obliged to obtain information on the vaccination status of its employee before paying compensation and, on this basis, to decide whether compensation can be considered in the individual case. The data protection basis for this processing activity is Section 26 (3) of the German Federal Data Protection Act (BDSG), which permits the processing of special categories of personal data – if this is necessary for the exercise of rights or the fulfillment of legal obligations arising from labor law, social security law and social protection law, and if there is no reason to assume that the data subjects’ interest in the exclusion of the processing, which is worthy of protection, outweighs this. The Data Protection Conference, an association of German data protection authorities, states that processing the vaccination status of employees on the basis of consent is only possible if the consent was given voluntarily and therefore legally effective, Section 26 (3) sentence 2 and (2) BDSG. Due to the relationship of superiority and subordination existing between employer and employee, there are regularly doubts about the voluntariness and thus the legal validity of the employees’ consent.

Italy: Since October 15, Italy has become the first country in the EEA to require all workers to present a “green passport” at the workplace. This document records whether a person has been vaccinated, recovered, or tested. A general vaccination requirement has been in effect for health care workers since May, and employees in educational institutions have been required to present the green passport since September.

Netherlands: Currently, there is no specific legislation that allows employers to process employee immunization data. Only the occupational health service and company doctors are allowed to process immunization data, for example when employees are absent or reintegrated. The Minister of Health, Welfare and Sport has announced that he will allow the health sector to determine the vaccination status of its employees. He also wants to examine whether and how this can be done in other work situations. Currently, employers can only offer voluntary testing in the workplace, but are not allowed to document the results of such tests or force

Spain: Employers are allowed to ask employees if they have been vaccinated, but only if it is proportionate and necessary for the employer to fulfill its legal obligation to ensure health and safety in the workplace. However, employees have the right to refuse to answer this question. Before entering the workplace, employees may be asked to provide a negative test or proof of vaccination if the occupational health and safety provider deems it necessary for the particular workplace.

CJEU Advocate General’s opinion on GDPR’s One-Stop-Shop mechanism

26. January 2021

On January 13, 2021, the Advocate General (“AG”) of the Court of Justice of the European Union (“CJEU”) published an opinion in the case of Facebook Ireland Limited, Facebook INC, Facebook Belgium BVBA v the Belgian Data Protection Authority “Gegevensbeschermingsautoriteit” (“Belgian DPA”), addressing the General Data Protection Regulation’s (“GDPR”) One-Stop-Shop mechanism.

In 2015, the Belgian DPA initiated several legal proceedings against Facebook Group members in local courts. The allegation was that Facebook placed cookies on devices of Belgian users without their consent, thereby collecting data in an excessive manner. Facebook argued that with the GDPR becoming applicable in 2018, the Belgian DPA lost its competence to continue the legal proceedings, as Facebook’s lead supervisory authority under the GDPR is the Irish Data Protection Commission. The Belgian Court of Appeal referred several questions to the CJEU, including whether the GDPR’s One-Stop-Shop regime prevented national DPA’s from initiating proceedings in the national courts when it is not the lead DPA.

The AG responded that, in his opinion, the lead DPA has the general jurisdiction over cross-border data processing, while a national DPA may exceptionally bring proceedings before its own national courts. The national DPA’s right is subject to the One-Stop-Shop regime and cooperation and consistency mechanism of the GDPR. Thus, each national DPA has the competence to initiate proceedings against possible infringements affecting its territory, the significant regulatory role of the lead DPA limits this competence with respect to cross-border data processing.

One of the concerns expressed by the Belgian DPA was the risk of insufficient enforcement if only lead DPA’s may act against organizations that do not comply with the GDPR. In this regard, the GA emphasizes that Art. 61 GDPR specifically provides for appropriate mechanisms to address such concerns. National DPA’s have the possibility to ask the lead DPA for assistance in investigations, and if such assistance is not provided, the national DPA concerned may take action itself.

In certain circumstances, the AG sees the possibility for national DPAs not acting as lead DPA to initiate proceedings before their national court, if

  • the DPA is acting outside of the material scope of the GDPR; e.g., because the processing does not involve personal data;
  • cross-border data processing is carried out by public authorities, in the public interest, or to comply with legal obligations;
  • the processor is not established in the EU;
  • there is an urgent need to act to protect the rights and freedoms of data subjects (Art. 66 GDPR);
  • the lead DPA has decided not to process a case.

With regards to data subjects, the AG notes that data subjects can bring action against any controller or processor before the court of their Member State and may file a complaint with their Member State’s DPA, regardless of which Member State’s DPA is the lead DPA.

The AG’s opinion is not legally binding on the CJEU, although the CJEU will take it into account. A final judgment of the CJEU is expected in the coming months. Thereafter, the Belgian Court of Appeal will have to decide its case in accordance with the CJEU’s judgment. The CJEU’s decision will most likely have a lasting impact on the division of roles between lead DPAs and other national DPAs, as well as on the ability of national DPAs to take enforcement actions into their own hands.

Belgian DPA planning to suspend websites that infringe GDPR

8. December 2020

The Belgian Data Protection Authority (DPA) signed a Cooperation Agreement on November 26, 2020, with DNS Belgium, the organization behind the management of the “.be” country-code domain name. The background is to allow DNS Belgium to suspend “.be” websites that are infringing the GDPR. The Agreement builds up a two-tier cooperation system, which aims at identifying infringements and suspending the websites if no action is taken.

The first step is a cooperative investigation, for which DNS Belgium has to support the Belgian DPA by providing all information necessary for the investigation.

The second step is the “Notice and Action” procedure, during which, if the Belgian DPA’s Investigation Service considers a data processing activity conducted via a website with a “.be” domain name to infringe one of the data protection principles under the GDPR, and the responsible data controller or data processor does not comply with the DPA’s order to suspend, limit, freeze or end the data processing activity, the Investigation Service is authorized to send a “Notice and Action” notification to DNS Belgium. Once DNS Belgium receives the “Notice and Action” notification, they will proceed to inform the website owner about the infringement and re-direct the relevant domain name to a warning page of the Belgian DPA.

The website owner can take remedial measures within 14 days to remedy the infringement, upon which he can indicate it to the Belgian DPA. If the Belgian DPA does not contest the measures taken, the relevant domain name will be restored. However, if the infringement is not remediated during the 14-day period, the website will continuously to be re-directed to the Belgian DPA’s warning page for a period of six months. After this time the website will be cancelled and placed in quarantine for 40 days before becoming available for registration once again.

Due to the heavy penalty in cases of a controller not taking any action to remedy the infringement, this action by the Belgian DPA is only possible in cases of infringements that cause very serious harm and are committed by natural or legal persons who deliberately infringe the law, or continue a data processing activity despite a prior order by the Investigation Service of the Belgian DPA to suspend, limit, freeze or end the processing activity.

It is to note that the Inspector General of the Belgian DPA can provide extra time to a website owner to comply with the relevant data protection requirements at the Inspector General’s discretion. However, this will depend on a case by case basis and on the cooperation of the website owner.

Belgian DPA releases Guidance and FAQs on Cookies and Trackers

23. April 2020

On Thursday, April 9th 2020, the Belgian Data Protection Authority (Belgian DPA) has issued a guidance along with frequently asked question on the subject of cookies and other tracking technologies.

The key points presented by the guidance revolve around the definitions of cookies, what needs to be presented in a cookie policy, how the consent of data subjects needs to be obtained and which requirements it needs to fulfill, as well as the storage period of a cookie on a user’s device.

The Belgian DPA made it clear that of the utmost importance is the transparency of the cookie usage. That entails that the users need to be informed about the scope of each individual cookie used. This should be done through a cookie policy on the website. The cookie policy needs to be written in a language the targeted users of the website can understand, as well as be easily accessible, e.g. through a hyperlink.

Specifically, these cookie policies need to include and inform about:

  • identification of the cookies used;
  • their purposes and duration;
  • whether third-parties have access to such cookies;
  • information about how to delete cookies;
  • the legal basis relied upon for the use of cookies;
  • information about individuals’ data protection rights and the ability to lodge a complaint to the competent data protection authority;
  • information about any automated decision making, including profiling.

In order to be able to use cookies, the consent of the user needs to be obtained. The Belgian DPA stated in their guidance that the consent has to be obtained for the use of all non-essential cookies, which means all cookies that are not necessary for a user requested function of the website. A necessary cookie would be, for example, the cookie to remember the item in a user’s cart, or cookies that enable booking communication with a user.

The consent especially needs to be:

  • obtained for the use of all non-essential cookies, as well as all social media plugins;
  • informed, specifically, prior to giving their consent to the use of cookies, users must be provided with information regarding the use of cookies: The information that needs to be given to the data subjects are the entity responsible for the use of cookies, the cookies’ purposes,  the data collected through the use of cookies, and their expiration. Users must also be informed about their rights with respect to cookies, including the right to withdraw their consent;
  • granulated, whereas in a first instance, users need to decide between what types of cookies they want to give consent to, and in a second instance, users can decide exactly which cookies they want to give consent to;
  • unambiguous and provided through a clear affirmative action.

Further, it is also important to keep in mind that the Belgian DPA has confirmed that cookie walls are unlawful, and that companies must show proof of obtained consent through keeping logs.

The Belgian DPA has also given guidance on the lifespan of cookies. Cookies should not have unlimited lifespans, but rather follow basic data protection rules: once a cookie is no longer necessary for the purpose or it has fulfilled its determined purpose, it needs to be removed. If the cookie cannot be deleted from the controller’s side, it is important to give the users the information on how to do it themselves.

Overall, the Belgian DPA’s guidance has given controllers a clear way to maneuvering their cookie usage, and has provided a new list of FAQs in case of further questions. In this regard, the Belgian DPA has made sure that cookies and their use are easy to comprehend and handle, hopefully helping data protection compliance within the subject.

Belgian DPA releases Direct Marketing Recommendation

4. March 2020

On February 10, 2020, Belgium’s Data Protection Authority (the Belgian DPA) has released their first recommendation of 2020 in relation to data processing activities for direct marketing purposes.

In the recommendation the Belgian DPA addressed issues and action proposals in regards to the handling of direct marketing and the personal data which is used in the process. It emphasized the importance of direct marketing subjects in the upcoming years, and stated that the DPA will have a special priority in regards to issues on the matter.

In particular, the recommendation elaborates on the following points, in order to help controllers navigate through the different processes:

  • The processing purposes must be specific and detailed. A simple mention of “marketing purposes” is not deemed sufficient in light of Art. 13 GDPR.
  • It is important to guarantee data minimization, as the profiling that accompanies direct marketing purposes calls for a careful handling of personal data.
  • The right to object does not only affect the direct marketing activities, but also the profiling which takes places through them. Furthermore, a simple “Unsubscribe” button at the end of a marketing E-Mail is not sufficient to withdraw consent, it is rather recommended to give the data subject the opportunity to a granular selection of which direct marketing activities they object to.
  • Consent cannot be given singularly for all channels of direct marketing. A declaration for each channel has to be obtained to ensure specification towards content and means used for direct marketing.

The Belgian DPA also stated that there are direct marketing activities which require special attention in the future, namely purchasing, renting and enriching personal data, e.g. via data brokers. In such cases, it is necessary to directly provide appropriate information to the data subject in regards to the handling of their data.

Further topics have been brought forth in the recommendation, which overall represents a thorough proposal on the handling of direct marketing activities for controller entities.

Belgian DPA announces GDPR fine

7. October 2019

The Belgian data protection authority (Gegevensbeschermingsautoriteit) has recently imposed a fine of €10,000 for violating the General Data Protection Regulation (GDPR). The case concerns a Belgian shop that provided the data subject with only one opportunity to get a customer card, namely the  electronic identity card (eID). The eID is a national identification card, which contains several information about the cardholder, so the authority considers that the use of this information without the valid consent of the customer is disproportionate to the service offered.

The Authority had learnt of the case following a complaint from a customer. He was denied a customer card because he did not want to provide his electronic identity card. Instead, he had offered the shop to send his data in writing.

According to the Belgian data protection authority, this action violates the GDPR in several respects. On the one hand, the principle of data minimisation is not respected. This requires that the duration and the quantity of the processed data are limited by the controller to the extent absolutely necessary for the pursued purpose.

In order to create the customer card, the controller has access to all the data stored on the eID, including name, address, a photograph and the barcode associated with the national registration number. The Authority therefore believes that the use of all eID data is disproportionate to the creation of a customer card.

The DPA also considers that there is no valid consent as a legal basis. According to the GDPR, the consent must be freely given, specific and informed. However, there is no voluntary consent in this case, since no other alternative is offered to the customer. If a customer refuses to use his electronic ID card, he will not receive a customer card and will therefore not be able to benefit from the shops’ discounts and advantages.

In view of these violations, the authority has imposed a fine of €10,000.

Category: Belgian DPA · Belgium · GDPR · General
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Google data breach notification sent to IDPC

18. July 2019

Google may face further investigations under the General Data Protection Regulation(GDPR), after unauthorized audio recordings have been forwarded to subcontractors. The Irish Data Protection Commission (IDPC) has confirmed through a spokesperson that they have received a data breach notification concerning the issue last week.

The recordings were exposed by the Belgian broadcast VRT, said to affect 1000 clips of conversations in the region of Belgium and the Netherlands. Being logged by Google Assistant, the recordings were then sent to Google’s subcontractors for review. At least 153 of those recordings were not authorized by Google’s wake phrase “Ok/Hey, Google,” and were never meant to be recorded in the first place. They contained personal data reaching from family conversations over bedroom chatter to business calls with confidential information.

Google has addressed this violation of their data security policies in a blog post. It said that the audio recordings were sent to experts, who understand nuances and accents, in order to refine Home’s linguistic abilities, which is a critical part in the process of building speech technology. Google stresses that the storing of recorded data on its services is turned off by default, and only sends audio data to Google once its wake phrase is said. The recordings in question were most likely initiated by the users saying a phrase that sounded similar to “Ok/Hey, Google,” therefore confusing Google Assistant and turning it on.

According to Google’s statement, Security and Privacy teams are working on the issue and will fully review its safeguards to prevent this sort of misconduct from happening again. If, however, following investigations by the IDPC discover a GDPR violation on the matter, it could result in significant financial penalty for the tech giant.

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