Getting right personal information protection and maternity leave

Currently, companies worldwide are called by both domestic and international regulations to become corporate citizens rather than merely profitable entities. In China, 2021, domestic legislation focused on data and cyber protection and introduced measures to support the third-child policy. Namely, Personal Information Protection Law (“PIPL”), effective from November 1 2022, obligates companies to strengthen personal data handling, process, and storage, and from late November, provinces and municipalities across China extended maternity leave to support the 3-child policy (announced on May 31, 2021, following the Chinese Communist Party Politburo meeting chaired by President Xi Jinping). As a result, in 2022, human resources (“HR”) across China should diligently implement plans to comply with such changes and obligations.

At Horizons, we have been working with clients to adjust employee policies and summarise the main aspects for human resources to practically implement changes.

Personal Information Protection Law

PIPL is the first legislation to address misuse of personal data and sets forth mandatory requirements for companies processing such data. Though data handling related to human resources do not require the employee’s consent, PIPL does introduce stricter obligations for those handling sensitive personal information, such as biometrics, religious beliefs, medical and health and so forth. Namely, companies shall obtain specific consent and inform such individuals of the necessity and impact on their rights and interests. Therefore, companies should audit the existing personal information processing systems to gain a comprehensive employee data overview and, if necessary, draft specific consent forms aligned with PIPL.

Equally, companies may only transfer personal information outside mainland China by fulfilling provisioned conditions. Under PIPL, such conditions are generally outlined and require further guidelines for companies to proceed ahead. We suggest HR keep abreast of forthcoming related guidelines, especially those handling large volumes of personal information that meet a threshold set by the National Cyberspace Authority.

Maternity Leave

In late November 2021, parental leave extensions were adopted in Chinese cities and provinces to stimulate the 3-child policy. Extended leave policies aim to reduce the burden of childbirth and childcare. The extended number of days varies from province to province or city to city, for example in Shanghai, maternity leave is extended to 158 days. For companies, the amended policies shall directly impact employee leave policies and workforce planning and costs to cover extended leave.

We suggest that companies should conduct an employee consultation process before any amendments are made to employee leave policies and ensure employees are entitled to the legally allocated number of leave days. Namely, clear specification of the type of leave and number of days such as maternity leave, paternal leave for working parents and carer’s leave. In this manner, companies can reduce the risk of labour disputes since the amendments are consented by employees and legal blinding.

Both PIPL and extended maternity leave reflect Environment Social and Governance (“ESG”) principles emerging in China. As an important international topic, we anticipate ESG to be present in forthcoming legislation in China, however, governed by President Xi Jinping Thought on Socialism with Chinese Characteristics.

This content appears as a courtesy of Horizons Corporate Advisory, a proud member of the China Collaborative Group (CCG Association). It is informational in nature and does not constitute legal advice or establish an attorney-client relationship between you and its author, publisher or any member of CCG. For more information, please visit www.horizons-advisory.com. 

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Das Bundesgericht nahm den folgenden Sachverhalt zum Anlass, einen Grundsatzentscheid im Bereich der Prostitution zu fällen (BGE 6B_572/2020):

Ein Mann schaltete auf einer Kleinanzeigeplattform ein Inserat, in welchem er nach jungen Frauen suchte, die gegen Entgelt eine Nacht mit ihm verbringen würden. Daraufhin meldete sich eine Frau bei ihm, welcher er mehrmals versicherte, dass er ihr das zuvor vereinbarte Entgelt nach dem Geschlechtsverkehr übergeben werde. Überdies holte er die Frau am vereinbarten Treffpunkt in einem teuer aussehenden Wagen ab und gab auf der Fahrt ins Hotelzimmer – unter Angabe einer falschen Identität – vor, dass er im Bereich «Banking and Finance» tätig sei.

Nach getaner Arbeit machte sich der Mann indessen ohne zu bezahlen aus dem Staub und wurde von der Frau prompt wegen Betrugs zur Anzeige gebracht.

Das Bundesgericht stellte in einem ersten Schritt fest, dass der Frau aufgrund der gesamten Umstände keine Leichtsinnigkeit vorgeworfen werden könne, weil sie nicht auf Vorleistung bestanden habe und bejahte damit eine arglistige Täuschungshandlung des Mannes.

Dieser stellte sich auf den Standpunkt, dass der Prostitutionsvertrag sittenwidrig und damit nichtig sei, wodurch die Frau keinen rechtlich geschützten Anspruch auf Entrichtung des Entgelts habe.

Auch dieses Argument verwarf das Bundesgericht und führte aus, dass entgegen der bisherigen Rechtsprechung nicht mehr eine Sittenwidrigkeit des Prostitutionsvertrags angenommen werden könne. Dies deshalb, weil es sich bei der Prostitution aufgrund eines Wandels in den Wertanschauungen um eine «sozialübliche und zulässige Tätigkeit» handle. Die vorinstanzlichen Verurteilungen des Mannes wegen Betrugs wurden durch das Bundesgericht somit bestätigt.

Der Entscheid ist zu begrüssen. Nicht zuletzt deshalb, weil Löhne von Prostituierten u.a. der Einkommens- und Vermögenssteuer sowie der AHV-Beitragspflicht unterliegen. Insofern ist es konsequent, dass dem Lohn einer Prostituierten nun auch ein strafrechtlicher Schutz zuerkannt wird.

Author: Darko Radovic

This content appears as a courtesy of HütteLAW, a proud member of the China Collaborative Group (CCG Association). It is informational in nature and does not constitute legal advice or establish an attorney-client relationship between you and its author, publisher or any member of CCG. For more information, please visit www.huettelaw.ch.

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