數位時代勞工資訊隱私權保護問題初探

Labor Information Privacy in the Digital Era

科技快速發展、國際間對於尊嚴勞動以及個人資訊保護的重視，勞工資訊私權的課題逐漸受到各界重視。而世界各地掀起第四次工業革命的浪潮後，AI 人工智慧、大數據（Big Data）的蓬勃發展，對勞工資訊隱私權帶來新的挑戰，關注重點從過去專注在雇主對勞工工作情形的監控、電子郵件內容的監看，轉移到雇主透過網際網路來觀察、蒐集勞工的個人資訊，並監控勞工在網路上的發言，或利用蒐集到的勞工數據來進行數據挖掘與分析，通過大數據分析而產生的推論，可能被雇主拿來作為特定行為之依據，但是勞工對於這些數據的後續分析使用，往往沒有介入或控制的權利。為了更完善的保護個人隱私， 歐盟訂定「一般個人資料保護規則(General Data Protection Regulation，GDPR)」，並於 2018 年 5 月 25 日正式施行，賦予資料當事人可以更有效控制其個人資料的權利，包括被遺忘權、資料可攜權及反對權等。鄰近國家日本於2003 制定個人資訊保護法，此為普通法之性質，雖對於許多隱私權侵害問題提供解決之道，惟對於勞動領域中的勞工隱私權問題仍有許多疑義，在日本也有許多人呼籲應針對立法加以檢討。如何適當的規範雇主蒐集、利用勞工個人資料的行為，從而落實勞工資訊隱私權之保護，此為倡導人權保障、勞動尊嚴之現代社會的重要課題。我國目前對此議題關注不多，但鑑於科技快速發展、國際間對於尊嚴勞動以及個人資訊保護的重視，我國未來如何處理勞工資訊隱私權爭議的問題，以及國外做法與經驗都值得我國持續關注。

With the rapid development of science and technology, international attention to the protection of personal information, the right of labor information privacy attracts social attention. After the Industry4.0 revolution, the development of Artificial Intelligence and Big data has brought new challenges to labor information privacy. The focus of attention has shifted from the previous focus on employers' monitoring of labor conditions and e-mail content, to employers’ observation and collection of personal information of workers through the Internet, or the use of collected labor data for data analysis Inferences generated through big data analysis may be used by employers as the basis for specific behaviors, but workers often do not have the right to intervene or control the subsequent analysis and use of these data. In order to better protect personal privacy, the European Union has formulated the General Data Protection Regulation (GDPR) with effect from May 25, 2018, parties can more effectively control the rights of their personal data, including the right to be forgotten, data portability and the right to object. How to properly regulate the behavior of employers so as to protect the privacy of labor information is an important issue in society. However, due to the rapid development of science and technology, the international emphasis on Decent Work and personal information protection, how to deal with labor information privacy disputes in the future, and foreign practices and experience deserve Taiwan’s attention.