The Privacy Protection Authority has published a collection of questions and answers ("Q&A") regarding privacy protection for the public, government and private entities, and employers.

In addition, the Privacy Protection Authority (the "Authority") has set up a hot line designated to provide practical, applicable, and fast privacy solutions. The Privacy Authority is always available to provide privacy solutions and design privacy supporting solutions for any issue relevant to emergency activitys during these times. According to the Authority, these applicable solutions will be provided by the Authority in short notice as required under the circumstances.

The Authority can be contacted through their Facebook page ("PrivacyIl") or by e-mail:

To access the Q&A:

We find the following question and answer quite interesting:

Can employers notify employees or others who have visited the workplace regarding an employee carrying the virus with whom they have been in contact with (or an employee suspected as a carrier with whom they have been in contact with)?

Yes. In principle and based on the instructions provided by clause 18 described previously, notifying employees and/or others regarding an employee suspected as a carrier with whom they have been in contact with, is consisted to be justified as long as it is done in good faith. Employers should make sure they pass on only relevant information according to the circumstances and avoid passing on information that is not necessary, such as personal information and employee information. Thus, as much possible, the employer should report the concerns regarding the possibility of being infected based on the area and certain times where and when the employee was staying, while not providing identifying details. In addition, employers should also make every effort to pass on the information only to the relevant parties. Employers should try to avoid disclosing and publishing information regarding employees in this context to the general public, but only to specific people that, to the best of employers' knowledge, have been in contact with the relevant employee. To the extent such narrow informing is not possible, employers may publish the information in a broader manner.

Originally published 3 May, 2020

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.