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Protection of Personal Data (GDPR)

Labour market matching involves the use of personal data. To prevent identity fraud and ensure adequate use, this data needs to be protected and used appropriately. This issue has become ever more important with the rise of digital tools and interfaces that support labour market matching.

Digital and data-driven tools hold huge value and potential to improve labour market inclusiveness, matching and functioning. Still, they need to be designed in ways that avoids bias and respects the privacy of job seekers and workers.

Regulation governing data protection must be conducive to job creation, labour market functioning and social innovation. Data protection rules therefore need to be clear, implementable and aligned to labour market goals, rules and developments.

The 2018 EU General Data Protection Regulation (GDPR) sets one regulatory framework on the use and protection of personal data in Europe. This Regulation replaces the various national regulations on data protection that have been in place so far.

To promote a uniform application of GDPR, the European Data Protection Board (EDPB) was set up. It comprises the 28 national data protection authorities and provides guidance and opinions regarding the interpretation and implementation of the Regulation.

The European Commission will review the GDPR in 2020 and assess its impacts in the EU member states and beyond its borders.

Labour market matching and protection of personal data is no trade-off, nor should it be. To this end the World Employment Confederation includes the protection of personal data as one guiding principles of its Code of Conduct. To help implementation in the industry, the World Employment Confederation-Europe has set up a Data Protection Taskforce which gathers experts from the industry and discusses how best to support members, policymakers and stakeholders in implementing data protection regulations in a way that respects the privacy of individuals and the functioning of the labour market.

The World Employment Confederation-Europe has for instance created a toolbox for its national federation members and developed guidelines to clarify the allocation of the ‘Processor’ and ‘Controller’ roles in the context of the different HR services most commonly provided by WEC members.

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