{"id":9137,"date":"2026-11-04T07:57:37","date_gmt":"2026-11-04T07:57:37","guid":{"rendered":"https:\/\/www.cdpgroupltd.com\/?post_type=news&p=9137"},"modified":"2026-11-04T07:57:38","modified_gmt":"2026-11-04T07:57:38","slug":"9137","status":"publish","type":"news","link":"https:\/\/www.cdpgroupltd.com\/en\/news\/9137","title":{"rendered":"Is Employee Consent Enough to Ensure GDPR Compliance?"},"content":{"rendered":"

\u201cIsn\u2019t having employees sign a Personal Data Processing Consent Form when they join the company enough to ensure compliance?\u201d\nThis is one of the most common compliance measures taken by Chinese companies expanding into Europe\u2014and also one of the riskiest under the GDPR.\nEuropean data protection authorities have consistently emphasized that employers generally cannot rely on employee consent as a valid legal basis for processing personal data.<\/p>\n\n\n\n

<\/p>\n\n\n\n

Common Misconceptions\u00a0<\/strong><\/h3>\n\n\n\n

Under the GDPR, consent must be freely given by the data subject. However, there is an inherent power imbalance in the employment relationship. Employees may worry that refusing consent could affect their recruitment, promotion, or performance evaluations.\nRegulators have determined that, in such circumstances, consent may not be freely given and therefore may not constitute a valid legal basis for processing personal data. The European Data Protection Board (EDPB) has addressed this issue in its guidance, and enforcement cases across EU member states have reinforced the importance of ensuring that consent is genuinely voluntary.<\/p>\n\n\n\n

The risks become even greater when a company relies primarily on employee consent as the legal basis for processing employee data. If an employee withdraws their consent, the company must stop processing personal data for the purposes that relied on that consent, unless another valid legal basis applies.If routine HR operations, such as payroll and attendance management, also depend on that consent, the company could find itself in a difficult position.<\/p>\n\n\n\n

<\/p>\n\n\n\n

CDP\u2019s Compliance Recommendations\u00a0<\/strong><\/h3>\n\n\n\n

HR\u5904\u7406\u5458\u5de5\u6570\u636e\uff0c\u5e94\u8be5\u7528\u4ec0\u4e48\u4f5c\u4e3a\u5408\u6cd5\u6027\u4f9d\u636e\uff1fWhat legal bases should HR use when processing employee data? The GDPR provides six legal bases for processing personal data. In the employment context, three are often more appropriate than employee consent:\n\n

- Processing necessary for the performance of an employment contract:<\/b> For example, an employee\u2019s bank account details may be needed to pay their salary.<\/p>\n\n

- Compliance with a legal obligation:<\/b> For example, personal identification information may be required for social security reporting.<\/p>\n\n

- Legitimate interests:<\/b> For example, certain routine internal management activities, provided the company\u2019s interests do not override employees\u2019 rights and freedoms.<\/p><\/strong>\uff08\u53d1\u5de5\u8d44\u5fc5\u987b\u6709\u94f6\u884c\u8d26\u53f7\uff09\u3001\u9075\u5b88\u6cd5\u5f8b\u4e49\u52a1<\/strong>\uff08\u793e\u4fdd\u7533\u62a5\u5fc5\u987b\u6709\u8eab\u4efd\u4fe1\u606f\uff09\u3001\u6b63\u5f53\u5229\u76ca<\/strong>\uff08\u57fa\u672c\u7684\u5185\u90e8\u7ba1\u7406\uff09\u3002<\/p>\n\n\n\n

Under the GDPR, employee consent must be freely given, informed, specific, and unambiguous. Employees must also be able to withdraw their consent at any time.\nCompanies should rely on consent only in situations where it is genuinely appropriate as a legal basis, such as when employees voluntarily participate in club activities or agree to the use of photographs taken at company events. Employees must be free to refuse consent without suffering any disadvantage in their employment.<\/p>\n\n\n\n

<\/p>\n\n\n\n

Global HR Management and Employee Data Compliance Guide under GDPR<\/strong><\/h3>\n\n\n\n

As a global payroll and HR solutions provider, CDP Group has long focused on global HR practices in the process of Chinese companies going global, and continuously tracks regulatory changes and global regulatory developments affecting employee data management.\n\n

To help companies quickly identify high-risk scenarios and establish actionable employee data compliance mechanisms, we have compiled and released Going Global in Europe: A Guide to Global HR Management and Employee Data Compliance under GDPR (2026 Edition).<\/b><\/i> <\/p><\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Scan the QR code above to obtain the full guide<\/strong><\/p>\n\n\n\n

This guide focuses on high-frequency risk scenarios in global HR management, covering three major sections: the employee lifecycle, data flows and risk management, and organizational governance. From scenario analysis to implementation recommendations, it is closely tied to practical HR operations.<\/p>\n\n\n\n

<\/p>\n\n\n\n

Integrating Compliance into Daily HR Operations to Help Companies Expand into Europe<\/strong><\/strong><\/h3>\n\n\n\n

CDP\u2019s global HR services cover the full range of needs of companies expanding overseas, including global payroll management, global recruitment and onboarding management, global employee mobility, global HCM data integration, and the digital employee experience platform Global WorkLife.<\/p>\n\n\n\n

We are committed to helping companies integrate GDPR requirements into the entire HR management process, effectively address regulatory differences across markets, data flow risks, and localized management challenges, assist companies in achieving rapid implementation and compliant operations, and fully support the sustainable expansion of business in Europe and globally.<\/p>\n\n\n\n

<\/p>\n\n\n\n

* This article is intended to outline the main risk points and management issues related to GDPR in employment and HR management scenarios. It does not replace legal advice for specific countries, businesses, or data processing activities. Matters involving regulatory applicability, maximum penalties, regulatory developments, and differences among Member States should be further verified in light of the company\u2019s actual circumstances.<\/sup><\/p>","protected":false},"excerpt":{"rendered":"

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