Tag: COVID-19
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.
Brazil: According to the Labor Code (CLT), employers in Brazil have the right to require their employees to be vaccinated. The employer is responsible for the health and safety of its employees in the workplace and therefore has the right to take reasonable measures to ensure health and safety in the workplace. Since employers can require their employees to be vaccinated, they can also require proof of vaccination. As LGPD considers this information to be sensitive personal data, special care must be taken in processing it.
Hong-Kong: An employer may require its employees to disclose their immunization status. Under the Occupational Safety and Health Ordinance (OSHO), employers are required to take all reasonably practicable measures to ensure the safety and health of all their employees in the workplace. The vaccination may be considered as part of COVID-19 risk assessments as a possible additional measure to mitigate the risks associated with infection with the virus in the workplace. The requirement for vaccination must be lawful and reasonable. Employers may decide, following such a risk assessment, that a vaccinated workforce is necessary and appropriate to mitigate the risk. In this case, the employer must comply with the Personal Data Protection Regulation (PDPO). Among other things, the PDPO requires that the collection of data must be necessary for the purpose for which it is collected and must not be kept longer than is necessary for that purpose. According to the PDPO, before collecting data, the employer must inform the employee whether the collection is mandatory or voluntary for the employee and, if mandatory, what the consequences are for the employee if he or she does not provide the data.
Russia: Employers must verify which employees have been vaccinated and record this information if such vaccinations are required by law. If a vaccination is not required by law, the employer may require this information, but employees have the right not to provide it. If the information on vaccinations is provided on a voluntary basis, the employer may keep it in the employee’s file, provided that the employee consents in writing to the processing of the personal data. An employer may impose mandatory vaccination if an employee performs an activity involving a high risk of infection (e.g. employees in educational institutions, organizations working with infected patients, laboratories working with live cultures of pathogens of infectious diseases or with human blood and body fluids, etc.) and a corresponding vaccination is listed in the national calendar of protective vaccinations for epidemic indications. All these cases are listed in the Decree of the Government of the Russian Federation dated July 15, 1999 No 825.
UK: An employer may inquire about an employee’s vaccination status or conduct tests on employees if it is proportionate and necessary for the employer to comply with its legal obligation to ensure health and safety at work. The employer must be able to demonstrate that the processing of this information is necessary for compliance with its health and safety obligations under employment law, Art. 9 (2) (b) UK GDPR. He must also conduct a data protection impact assessment to evaluate the necessity of the data collection and balance that necessity against the employee’s right to privacy. A policy for the collection of such data and its retention is also required. The information must be retained only as long as it is needed. There must also be no risk of unlawful discrimination, e.g. the reason for refusing vaccination could be protected from discrimination by the Equality Act 2010.
In England, mandatory vaccination is in place for staff in care homes, and from April 2022, this will also apply to staff with patient contact in the National Health Service (NHS). Other parts of the UK have not yet introduced such rules.
USA: The Equal Employment Opportunity Commission (EEOC) published a document proposing that an employer may implement a vaccination policy as a condition of physically returning to the workplace. Before implementing a vaccination requirement, an employer should consider whether there are any relevant state laws or regulations that might change anything about the requirements for such a provision. If an employer asks an unvaccinated employee questions about why he or she has not been vaccinated or does not want to be vaccinated, such questions may elicit information about a disability and therefore would fall under the standard for disability-related questions. Because immunization records are personally identifiable information about an employee, the information must be recorded, handled, and stored as confidential medical information. If an employer self-administers the vaccine to its employees or contracts with a third party to do so, it must demonstrate that the screening questions are “job-related and consistent with business necessity.”
On November 5th, 2021, the U.S. Occupational Safety and Health Administration (OSHA) released a emergency temporary standard (ETS) urging affected employers to take affirmative action on COVID-19 safety, including adopting a policy requiring full COVID-19 vaccination of employees or giving employees the choice of either being vaccinated against COVID-19 or requiring COVID-19 testing and facial coverage. On November 12th, 2021, the court of appeals suspended enforcement of the ETS pending a decision on a permanent injunction. While this suspension is pending, OSHA cannot take any steps to implement or enforce the ETS.
In the US there are a number of different state and federal workplace safety, employment, and privacy laws that provide diverging requirements on processing COVID-19 related information.
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.
29. October 2021
Last month, TechRepublic reported a new and devious SMS malware called TangleBot that attempts to take control of mobile devices by sending notifications about COVID-19. Currently, it targets Android users in the USA and Canada and can lead to a variety of harmful activities, according to security firm Cloudmark.
TangleBot tries to deceive users into downloading the malware through fake messages about COVID-19, such as “New regulations about COVID-19 in your region. Read here…” or “You have received the appointment for the 3rd dose. For more information, visit…”.
The link contains a notice that the Adobe Flash Player on the affected device needs to be updated but leads to the installation of the malicious software instead. As a result, TangleBot gets permission to access and control a wide range of functions and content. It is assumed that for this reason, the malware was named TangleBot.
TangleBot has the ability to make and block phone calls as well as send, obtain and process text messages. It is used to message other devices in order to spread faster among others. The malware is also designed to spy on users through accessing the camera, screen or microphone and setting up additional methods to observe activity on the device. Of particular concern is the possibility to place overlay screens on the device covering legitimate apps, such as banking or financial apps, in an attempt to steal account credentials. Furthermore, the personal data stolen by the attacker usually moves to the dark web for sale, which poses a risk even if the victim manages to remove the malware.
Hank Schless, senior manager for security solutions at security firm Lookout, pointed out the dangers of cybercriminals exploiting the pandemic:
Social engineering that uses the pandemic as a lure continues to be a major issue globally. It’s advantageous for attackers to leverage socially uncertain situations in order to make their phishing campaigns more effective. People are more likely to let their guard down and interact with something online that promises information they need.
According to Schless, the risks exist not only for private individuals, but also for companies:
Mobile devices offer countless channels for attackers to deliver socially engineered phishing campaigns with the goal of swiping corporate login credentials or installing advanced malware that can exfiltrate sensitive data from the device. For organizations that allow employees to use personal devices for work in a BYOD model, the risk is even higher considering the number of personal apps people use. Attackers can deliver campaigns through SMS, social media, third-party messaging apps, gaming and even dating apps.
Additionally, Cloudmark advised that users should be vigilant in this regard and provided several tips to protect against SMS malware:
- Look out for suspicious text messages,
- Guard your mobile number,
- Access any linked website directly,
- Report SMS phishing and spam messages,
- Be cautious when installing apps to your device,
- Avoid responding to unsolicited texts,
- Install apps only from legitimate app stores.
To keep ahead of the latest cybersecurity threats, companies should also take some precautions. These include especially the implementation of security across mobile devices, protection of cloud services and raising awareness among own employees.
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) and, if so, how that information may be used.
COVID-19 related information, such as vaccination status, if 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.
The following discusses whether employers in various non-EEA countries are permitted to process COVID-19-related information about their employees.
Brazil: According to the Labor Code (CLT), employers in Brazil have the right to require their employees to be vaccinated. This is because the employer is responsible for the health and safety of its employees in the workplace and therefore has the right to take reasonable measures to ensure health and safety in the workplace. Since employers can require their employees to be vaccinated, they can also require proof of vaccination. Because LGPD considers this information to be sensitive personal data, special care must be taken in processing it.
Hong-Kong: An employer may require its employees to disclose their immunization status. Under the Occupational Safety and Health Ordinance (OSHO), employers are required to take all reasonably practicable steps to ensure the safety and health of all their employees in the workplace. The vaccine may be considered as part of COVID-19 risk assessments as a possible additional measure to mitigate the risks associated with contracting the virus in the workplace. The requirement for vaccination must be lawful and reasonable. Employers may decide, following such a risk assessment, that a vaccinated workforce is necessary and appropriate to mitigate risk. If the employer does so, it must comply with the Personal Data Privacy Ordinance (PDPO). Among other things, the PDPO requires that the collection of data must be necessary for the purpose for which it is collected and must not be kept longer than is necessary for that purpose. Under the PDPO, before collecting data, the employer must inform the employee whether the collection is mandatory or voluntary for the employee and, if mandatory, what the consequences are for the employee if he or she does not provide the data.
UK: An employer may inquire about an employee’s vaccination status or conduct tests on employees if it is proportionate and necessary for the employer to comply with its legal obligation to ensure health and safety at work. The employer must be able to demonstrate that the processing of this information is necessary for compliance with its health and safety obligations under employment law, Art. 9 (2) (b) UK GDPR. He must also conduct a data protection impact assessment to evaluate the necessity of the data collection and balance that necessity against the employee’s right to privacy. A policy for the collection of such data and its retention is also required. The information must be retained only as long as it is needed. There must also be no risk of unlawful discrimination, e.g. the reason for refusing vaccination could be protected from discrimination by the Equality Act 2010.
USA: The Equal Employment Opportunity Commission (EEOC) published a document in which it suggests that an employer may implement a vaccination policy as a condition of physically returning to the workplace. Before implementing a vaccination requirement, an employer should consider whether there are any relevant state laws or regulations that might change anything about the requirements for such a provision. If an employer asks an unvaccinated employee questions about why he or she has not been vaccinated or does not want to be vaccinated, such questions may elicit information about a disability and therefore would fall under the standard for disability-related questions. Because immunization records are personally identifiable information about an employee, the information must be recorded, handled, and stored as confidential medical information. If an employer self-administers the vaccine to its employees or contracts a third party to do so, the employer must demonstrate that the screening questions are “job-related and consistent with business necessity.”
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.
23. September 2021
The Ottawa Hospital’s human resources office admitted a data breach caused by a mass email revealing the identities of unvaccinated staff members, CTV News Ottawa reported. The system-generated email was sent on September 8th to employees who had declined the COVID-19 vaccination, making their email addresses inadvertently visible in the recipient section.
The reason for sending the email was the hospital’s expectation that every member would get vaccinated to ensure the safety of the community. To achieve this, education was also to be provided to unvaccinated employees. They were to be invited via email to attend a respective education session.
The hospital already apologized to the affected employees and made efforts to resolve the issue. The contacted IT services immediately recalled the emails, removed it from all inboxes and deleted the copies. Moreover, all those who forwarded the email to personal accounts were asked to delete it. Following an investigation by the hospital’s privacy office, a report to the Information and Privacy Commissioner of Ontario has been made as well.
Allegedly, this data breach involved 391 employees whose names were disclosed. However, the number was not officially confirmed by the hospital.
Conclusively, the hospital said in a statement explaining the case:
Health-care workers have worked tirelessly to protect our communities throughout the pandemic, and they deserve protection and support to enable them to do their jobs safely, and to the best of their abilities.
28. June 2021
Ransomware attacks are on a steep rise as the global pandemic continues. According to the cybersecurity firm SonicWall, there were more than 304 million attempted ransomware attacks tracked by them in 2020, which was a 62 percent increase over 2019. During the first five months of 2021, the firm detected another 116 percent increase in ransomware attempts compared to the same period in 2020. Another cybersecurity firm called Cybereason found in a recent study interviewing nearly 1,300 security professionals from all around the world that more than half of organisations have been the victim of a ransomware attack, and that 80 percent of businesses that decided to pay a ransom fee suffered a second ransomware attack, often times by the same cybercriminals.
Ransomware is a type of malicious software, which encrypts files, databases, or applications on a computer or network and perpetually holds them hostage or even threatens to publish data until the owner pays the attacker the requested fee. Captivated data may include Personal Data, business data and intellectual property. While Phishing attacks are the most common gateway for ransomware, there are also highly targeted attacks on financially strong companies and institutions (“Big game hunting”).
Alluding to the industry term Software-as-a-Service (SaaS), a new unlawful industry sub-branch has emerged in recent years, which according to security experts lowered the entrance barriers to this industry immensely: Ransomware-as-a-Service (RaaS). With RaaS, a typical monthly subscription could cost around 50 US-Dollars and the purchaser receives the ransomware code and decryption key. Sophisticated RaaS offerings even include customer service and dashboards that allow hackers to track the status of infections and the status of ransomware payments. Thus, cybercriminals do not necessarily have to have the technical skills themselves to create corresponding malware.
Experts point to various factors that are contributing to the recent increase in Ransomeware attacks. One factor is a consequence of the pandemic: the worldwide trend to work from home. Many companies and institutions were abruptly forced to introduce remote working and let employees use their own private equipment. Furthermore, many companies were not prepared to face the rising threats with respect to their cybersecurity management. Another reported factor has been the latest increase in value of the cryptocurrency Bitcoin which is the preferred currency by criminals for ransom payments.
Successful Ransomware attacks can lead to personal data breaches pursuant to Art. 4 No. 12 GDPR and can also lead to the subsequent obligation to report the data breach to the supervisory authorities (Art. 33 GDPR) and to the data subjects (Art. 34 GDPR) for the affected company. Businesses are called to implement appropriate technical and organisational measures based on the risk-based approach, Art. 32 GDPR.
Earlier this month, the Danish Data Protection Authority provided companies with practical guidance on how to mitigate the risk of ransomware attacks. Measures to ensure the ongoing confidentiality, integrity, availability and resilience of processing systems when faced with ransomware may include providing regular trainings for employees, having a high level of technical protection of systems and networks in place, patching programs in a timely manner, and storing backups in an environment other than the normal network.
31. May 2021
The EU Digital Covid certificate (Digital Green Certificate) is scheduled to come into use on July 1, 2021. The certificate is intended to make it possible to move freely within the EU once again. Within the member states, the certificate is also expected to allow access to public events and gastronomy. The certificate will complement and not replace the national passport, such as the yellow vaccination passport in Germany. However, it is up to each country to require additional health documents.
At the national level, software will be developed to meet the requirements of such a certificate. In parallel, a European gateway will be developed. This gateway will then be installed in a data center in Luxembourg. Countries such as Norway, Switzerland and Lichtenstein will also connect to the platform.
The certificate will document vaccination status, who has already recovered from a Covid-19 infection and it will also be able to record negative PCR tests. At the vaccination centers or doctors’ offices, personal data such as name, date of birth and vaccination date of the person concerned will be digitally recorded and signed with the digital signature key of the issuing body (hospital, test centre, etc.). The issued certificate contains a QR code with a digital signature to protect against falsification. During border control, the data stored and encrypted in the certificate should not be transmitted, but only the validity of the crypto keys is checked. To do this, the checking apps contact the EU gateway server in Luxembourg and query there whether the key stored in the QR code is reported as valid there. If this is the case, the checking app displays green as well as the name and date of birth of the traveler, who must therefore also present an identification document such as a passport. The participating EU countries, represented by the designated national authorities or official bodies are considered as joint controllers of the processing in the gateway and must therefore provide users with adequate information about the processing of their personal data in the European federation gateway in accordance with Article 13 of the GDPR.
Data protectionists criticize that the digital certificate and the collected data could be used by member states to create movement profiles of those affected. Central storage would also increase the risk of a hacker attack.
18. March 2021
Personal health data are considered a special category of personal data under Art. 9 of the GDPR and are therefore given special protections. A group of IT experts, including members of the German Chaos Computer Club (CCC), has now revealed security gaps in the software for test centres by which more than 136,000 COVID-19 test results of more than 80,000 data subjects have apparently been unprotected on the internet for weeks.
The IT-Security experts’ findings concern the software “SafePlay” of the Austrian company Medicus AI. Many test centres use this software to allocate appointments and to make test results digitally available to those tested. In fact, more than 100 test centres and mobile test teams in Germany and Austria are affected by the recent data breach. These include public facilities in Munich, Berlin, Mannheim as well as fixed and temporary testing stations in companies, schools and daycare centres.
In order to view the test results unlawfully, one only needed to create an account for a COVID-19 test. The URL for the test result contained the number of the test. If this number was simply counted up or down, the “test certificates” of other people became freely accessible. In addition to the test result, the test certificate also contained the name, date of birth, private address, nationality and ID number of the person concerned.
It remains unresolved whether the vulnerabilities have been exploited prior to the discovery by the CCC. The CCC notified both Medius AI and the Data Protection Authorities about the leak which led to a quick response by the company. However, IT experts and Privacy-focused NGOs commented that Medicus AI was irresponsible and grossly negligent with respect to their security measures leading to the potential disclosure of an enormous amount of sensitive personal health data.
19. February 2021
In recent months, a RTL Nieuws reporter Daniël Verlaan has discovered widespread trade in the personal data of Dutch COVID-19 test subjects. He found ads consisting of photos of computer screens listing data of Dutch citizens. Apparently, the data had been offered for sale on various instant messaging apps such as Telegram, Snapchat and Wickr. The prices ranged from €30 to €50 per person. The data included home addresses, email addresses, telephone numbers, dates of birth and BSN identifiers (Dutch social security number).
The personal data were registered in the two main IT systems of the Dutch Municipal Health Service (GGD) – CoronIT, containing details about citizens who took a COVID-19 test, and HPzone Light, a contact-tracing system, which contains the personal data of people infected with the coronavirus.
After becoming aware of the illegal trade, the GGD reported it to the Dutch Data Protection Authority and the police. The cybercrime team of the Midden-Nederland police immediately started an investigation. It showed that at least two GGD employees had maliciously stolen the data, as they had access to the official Dutch government COVID-19 systems and databases. Within 24 hours of the complaint, two men were arrested. Several days later, a third suspect was tracked down as well. The investigation continues, since the extent of the data theft is unclear and whether the suspects in fact managed to sell the data. Therefore, more arrests are certainly not excluded.
Chair of the Dutch Institute for Vulnerability Disclosure, Victor Gevers, told ZDNet in an interview:
Because people are working from home, they can easily take photos of their screens. This is one of the issues when your administrative staff is working from home.
Many people expressed their disapproval of the insufficient security measures concerning the COVID-19 systems. Since the databases include very sensitive data, the government has a duty to protect these properly in order to prevent criminal misuse. People must be able to rely on their personal data being treated confidentially.
In a press release, the Dutch police also raised awareness of the cybercrime risks, like scam or identity fraud. Moreover, they informed about the possibilities of protection against such crimes and the need to report them. This prevents victims and allows the police to immediately track down suspects and stop their criminal practices.
