You are still responsible for data protection, even if you outsource the processing of personal data.
The cross-border transfer of personal data is subject to special rules. The following must be considered before data is transferred to other countries.
Who needs a privacy statement and what should it contain?
What are the requirements that employers must meet when processing personal data?
Companies that use employee monitoring systems must ensure that they comply with the legal requirements of both employment law and data protection law
Video surveillance systems can affect the well-being, mental health and productivity of employees, and should therefore only be considered when less invasive measures are genuinely unsuitable.
The Federal Constitution guarantees the right to privacy, which includes the right to confidentiality of correspondence, post and telecommunications.
Anyone who unlawfully records a conversation may be in violation of the Data Protection Act (DPA), not to mention the Criminal Code (SCC).
The question of when employers can have access to employees’ emails raises a number of issues for both employees and employers. It is not always easy to draw a line between the legitimate interests of employers and the privacy of their employees.
Mail, e-mail, telephone: Depending on the type of contact, different rules apply for data protection-compliant advertising.
Credit reporting agencies, debt collection agencies and other bodies process and share data about your payment history – when this is allowed.
Take a look at our FAQ or call our hotline.
Here you can find out everything about the mains provisions of the Data Protection Act, which comes into force on 1.9.2023.
Notification of data protection officers (DPO) to the FDPIC pursuant to Art. 10 para. 3 FADP for private persons and Art. 10 para. 4 FADP for federal bodies.
Last modification 18.04.2023