D5: Freedom from Discrimination
This selection focuses on nationwide legislation in mainland China concerning equal employment, working conditions and benefits, protection against harassment, accommodation of differences and medical examinations.
Legal Provisions
Employment Promotion Law
Employment Promotion Law of the People’s Republic of China (promulgated 2007, last amended 2015)
中华人民共和国就业促进法（2007年公布，2015年最后修正）
Equal employment and freedom from discrimination
English translation · Unofficial
Article 3 Workers shall enjoy the rights to equal employment and free choice of occupation in accordance with the law.
Workers shall not be discriminated against in employment on grounds such as ethnicity, race, sex or religious belief.
Chinese original
第三条 劳动者依法享有平等就业和自主择业的权利。
劳动者就业，不因民族、种族、性别、宗教信仰等不同而受歧视。
Equal opportunities in recruitment and employment agency services
English translation · Unofficial
Article 26 When recruiting personnel, employers, and when providing employment agency services, employment agencies, shall offer workers equal employment opportunities and fair employment conditions and shall not engage in employment discrimination.
Chinese original
第二十六条 用人单位招用人员、职业中介机构从事职业中介活动，应当向劳动者提供平等的就业机会和公平的就业条件，不得实施就业歧视。
Equal labour rights for workers of all ethnic groups
English translation · Unofficial
Article 28 Workers of all ethnic groups shall enjoy equal labour rights.
When recruiting personnel, employers shall give appropriate consideration to workers from ethnic minorities in accordance with the law.
Chinese original
第二十八条 各民族劳动者享有平等的劳动权利。
用人单位招用人员，应当依法对少数民族劳动者给予适当照顾。
Employment protection for carriers of infectious pathogens and statutory job restrictions
English translation · Unofficial
Article 30 When recruiting personnel, employers shall not refuse to employ a person on the ground that the person carries an infectious pathogen. However, where this status has been medically established, carriers shall not, before being cured or ruled out as potentially infectious, engage in work likely to spread infectious diseases that laws, administrative regulations or the health administrative department of the State Council prohibit them from undertaking.
Chinese original
第三十条 用人单位招用人员，不得以是传染病病原携带者为由拒绝录用。但是，经医学鉴定传染病病原携带者在治愈前或者排除传染嫌疑前，不得从事法律、行政法规和国务院卫生行政部门规定禁止从事的易使传染病扩散的工作。
Equal rights for rural workers seeking urban employment
English translation · Unofficial
Article 31 Rural workers seeking employment in urban areas shall enjoy the same labour rights as urban workers. Discriminatory restrictions shall not be imposed on rural workers seeking urban employment.
Chinese original
第三十一条 农村劳动者进城就业享有与城镇劳动者平等的劳动权利，不得对农村劳动者进城就业设置歧视性限制。
Judicial remedies for employment discrimination
English translation · Unofficial
Article 62 Where employment discrimination is committed in violation of this Law, workers may bring proceedings before a people’s court.
Chinese original
第六十二条 违反本法规定，实施就业歧视的，劳动者可以向人民法院提起诉讼。
Women’s Rights and Interests Protection Law
Law of the People’s Republic of China on the Protection of Women’s Rights and Interests (promulgated 1992, last revised 2022)
中华人民共和国妇女权益保障法（1992年公布，2022年最后修订）
Prohibited sex discrimination, marriage and childbirth enquiries, and pregnancy testing in recruitment
English translation · Unofficial
Article 43 Unless otherwise provided by the State, employers shall not engage in any of the following conduct during recruitment:
(1) Restricting recruitment to men or giving preference to men;
(2) Enquiring into or investigating female applicants’ marriage or childbearing circumstances beyond basic personal information;
(3) Including pregnancy testing in pre-employment medical examinations;
(4) Making restrictions on marriage or childbirth, or marital or childbearing status, a condition of recruitment;
(5) Other conduct that refuses to recruit women on grounds of sex or applies higher recruitment standards to women on a discriminatory basis.
Chinese original
第四十三条 用人单位在招录（聘）过程中，除国家另有规定外，不得实施下列行为：
（一）限定为男性或者规定男性优先；
（二）除个人基本信息外，进一步询问或者调查女性求职者的婚育情况；
（三）将妊娠测试作为入职体检项目；
（四）将限制结婚、生育或者婚姻、生育状况作为录（聘）用条件；
（五）其他以性别为由拒绝录（聘）用妇女或者差别化地提高对妇女录（聘）用标准的行为。
Equal pay and equal welfare benefits for women and men
English translation · Unofficial
Article 45 Equal pay for equal work shall apply to women and men. Women shall enjoy rights equal to those of men in respect of welfare benefits.
Chinese original
第四十五条 实行男女同工同酬。妇女在享受福利待遇方面享有与男子平等的权利。
Equality in promotion, professional titles and training
English translation · Unofficial
Article 46 The principle of equality between women and men shall be upheld, and women shall not be discriminated against, in promotion to posts or grades, assessment and appointment to professional and technical titles and posts, training and related matters.
Chinese original
第四十六条 在晋职、晋级、评聘专业技术职称和职务、培训等方面，应当坚持男女平等的原则，不得歧视妇女。
Special protection during menstruation, pregnancy, childbirth and breastfeeding
English translation · Unofficial
Article 47 Employers shall, taking account of women’s characteristics, protect women’s rights to safety, health and rest at work in accordance with the law.
Women shall receive special protection during menstruation, pregnancy, childbirth and breastfeeding.
Chinese original
第四十七条 用人单位应当根据妇女的特点，依法保护妇女在工作和劳动时的安全、健康以及休息的权利。
妇女在经期、孕期、产期、哺乳期受特殊保护。
Protection of benefits and employment during marriage and maternity, and equality in retirement
English translation · Unofficial
Article 48 Employers shall not, on grounds such as marriage, pregnancy, maternity leave or breastfeeding, reduce female employees’ wages or welfare benefits, restrict their promotion to posts or grades or their assessment and appointment to professional and technical titles and posts, dismiss them, or unilaterally terminate their employment or appointment contracts or service agreements.
Where an employment or appointment contract or service agreement expires during pregnancy or legally entitled maternity leave, its term shall automatically extend until the end of maternity leave. This shall not apply where the employer lawfully terminates or ends the contract or agreement, or the female employee lawfully requests its termination or ending.
Employers shall not discriminate against women on grounds of sex when implementing the State retirement system.
Chinese original
第四十八条 用人单位不得因结婚、怀孕、产假、哺乳等情形，降低女职工的工资和福利待遇，限制女职工晋职、晋级、评聘专业技术职称和职务，辞退女职工，单方解除劳动（聘用）合同或者服务协议。
女职工在怀孕以及依法享受产假期间，劳动（聘用）合同或者服务协议期满的，劳动（聘用）合同或者服务协议期限自动延续至产假结束。但是，用人单位依法解除、终止劳动（聘用）合同、服务协议，或者女职工依法要求解除、终止劳动（聘用）合同、服务协议的除外。
用人单位在执行国家退休制度时，不得以性别为由歧视妇女。
Employer measures to prevent and stop sexual harassment against women
English translation · Unofficial
Article 25 Employers shall take the following measures to prevent and stop sexual harassment against women:
(1) Establish rules and policies prohibiting sexual harassment;
(2) Designate a responsible body or personnel;
(3) Provide education and training on preventing and stopping sexual harassment;
(4) Take necessary security measures;
(5) Establish complaint telephone lines, mailboxes and other accessible complaint channels;
(6) Establish and improve investigation and response procedures, address disputes promptly, and protect the privacy and personal information of the parties concerned;
(7) Support and assist women who have been victimised in protecting their rights in accordance with the law and provide psychological counselling where necessary;
(8) Take other reasonable measures to prevent and stop sexual harassment.
Chinese original
第二十五条 用人单位应当采取下列措施预防和制止对妇女的性骚扰：
（一）制定禁止性骚扰的规章制度；
（二）明确负责机构或者人员；
（三）开展预防和制止性骚扰的教育培训活动；
（四）采取必要的安全保卫措施；
（五）设置投诉电话、信箱等，畅通投诉渠道；
（六）建立和完善调查处置程序，及时处置纠纷并保护当事人隐私和个人信息；
（七）支持、协助受害妇女依法维权，必要时为受害妇女提供心理疏导；
（八）其他合理的预防和制止性骚扰措施。
Protection of Persons with Disabilities Law
Law of the People’s Republic of China on the Protection of Persons with Disabilities (promulgated 1990, last amended 2018)
中华人民共和国残疾人保障法（1990年公布，2018年最后修正）
Prohibition of disability discrimination, insults and degradation
English translation · Unofficial
Article 3 Persons with disabilities shall enjoy rights equal to those of other citizens in political, economic, cultural, social and family life and other areas.
The civil rights and personal dignity of persons with disabilities shall be protected by law.
Discrimination on grounds of disability is prohibited. Insulting or harming persons with disabilities is prohibited. Degrading or damaging their dignity through mass media or other means is prohibited.
Chinese original
第三条 残疾人在政治、经济、文化、社会和家庭生活等方面享有同其他公民平等的权利。
残疾人的公民权利和人格尊严受法律保护。
禁止基于残疾的歧视。禁止侮辱、侵害残疾人。禁止通过大众传播媒介或者其他方式贬低损害残疾人人格。
Equal employment treatment and appropriate workplace and facility adaptations
English translation · Unofficial
Article 38 The State shall protect the property ownership and operational autonomy of welfare enterprises and institutions serving persons with disabilities; their lawful rights and interests shall not be infringed.
Persons with disabilities shall not be discriminated against in recruitment, confirmation of regular employment status, promotion, assessment of professional titles, remuneration, living benefits, rest and leave, social insurance or other such matters.
Employers of employees with disabilities shall provide appropriate working conditions and labour protection in light of their characteristics and shall adapt workplaces, work equipment and living facilities according to actual needs.
The State shall take measures to safeguard the lawful occupational rights and interests of blind practitioners of wellness and medical massage.
Chinese original
第三十八条 国家保护残疾人福利性单位的财产所有权和经营自主权，其合法权益不受侵犯。
在职工的招用、转正、晋级、职称评定、劳动报酬、生活福利、休息休假、社会保险等方面，不得歧视残疾人。
残疾职工所在单位应当根据残疾职工的特点，提供适当的劳动条件和劳动保护，并根据实际需要对劳动场所、劳动设备和生活设施进行改造。
国家采取措施，保障盲人保健和医疗按摩人员从业的合法权益。
Job-related technical training for employees with disabilities
English translation · Unofficial
Article 39 Employers of employees with disabilities shall provide them with job-related technical training to improve their work skills and technical proficiency.
Chinese original
第三十九条 残疾职工所在单位应当对残疾职工进行岗位技术培训，提高其劳动技能和技术水平。
Mental Health Law
Mental Health Law of the People’s Republic of China (promulgated 2012, last amended 2018)
中华人民共和国精神卫生法（2012年公布，2018年最后修正）
Healthy working environments and mental-health education
English translation · Unofficial
Article 15 Employers shall create working environments conducive to employees’ physical and mental health and pay attention to employees’ mental health. They shall provide targeted mental-health education for employees at particular stages of career development or working in particular posts.
Chinese original
第十五条 用人单位应当创造有益于职工身心健康的工作环境，关注职工的心理健康；对处于职业发展特定时期或者在特殊岗位工作的职工，应当有针对性地开展心理健康教育。
Suitable work, equal treatment and training for persons with mental disorders
English translation · Unofficial
Article 58 Employers shall, according to the actual circumstances of persons with mental disorders, arrange work within their capabilities, ensure equal treatment, arrange necessary vocational skills training to improve their employability, create suitable working environments, and encourage their achievements at work.
Chinese original
第五十八条 用人单位应当根据精神障碍患者的实际情况，安排患者从事力所能及的工作，保障患者享有同等待遇，安排患者参加必要的职业技能培训，提高患者的就业能力，为患者创造适宜的工作环境，对患者在工作中取得的成绩予以鼓励。
Civil Code
Civil Code of the People’s Republic of China (promulgated 2020)
中华人民共和国民法典（2020年公布）
Sexual harassment and organisational duties to prevent and address it
English translation · Unofficial
Article 1010 Where a person, against another person’s will, sexually harasses that person through words, writing, images, physical conduct or other means, the victim shall have the right to request that the perpetrator bear civil liability in accordance with law.
State organs, enterprises, schools and other entities shall take reasonable measures to prevent sexual harassment, receive complaints, and investigate and address incidents, so as to prevent and stop sexual harassment involving the misuse of authority, subordinate relationships or similar circumstances.
Chinese original
第一千零一十条 违背他人意愿，以言语、文字、图像、肢体行为等方式对他人实施性骚扰的，受害人有权依法请求行为人承担民事责任。
机关、企业、学校等单位应当采取合理的预防、受理投诉、调查处置等措施，防止和制止利用职权、从属关系等实施性骚扰。
Freedom of movement and protection against unlawful bodily searches
English translation · Unofficial
Article 1011 Where a person deprives another person of, or restricts, freedom of movement through unlawful detention or other means, or unlawfully searches another person’s body, the victim shall have the right to request that the perpetrator bear civil liability in accordance with law.
Chinese original
第一千零一十一条 以非法拘禁等方式剥夺、限制他人的行动自由，或者非法搜查他人身体的，受害人有权依法请求行为人承担民事责任。
Protection of reputation against insults and defamation
English translation · Unofficial
Article 1024 Civil subjects shall enjoy the right to reputation. No organisation or individual shall infringe another’s right to reputation through insults, defamation or other means.
Reputation means society’s evaluation of a civil subject’s moral character, standing, abilities, creditworthiness and other such qualities.
Chinese original
第一千零二十四条 民事主体享有名誉权。任何组织或者个人不得以侮辱、诽谤等方式侵害他人的名誉权。
名誉是对民事主体的品德、声望、才能、信用等的社会评价。
Protection of private life and privacy
English translation · Unofficial
Article 1032 Natural persons shall enjoy the right to privacy. No organisation or individual shall infringe another’s privacy through prying, intrusion, disclosure, publication or other means.
Privacy comprises the tranquillity of a natural person’s private life and private spaces, activities and information that the person does not wish others to know.
Chinese original
第一千零三十二条 自然人享有隐私权。任何组织或者个人不得以刺探、侵扰、泄露、公开等方式侵害他人的隐私权。
隐私是自然人的私人生活安宁和不愿为他人知晓的私密空间、私密活动、私密信息。
Provisions on Employment Services and Employment Management
Ministry of Labour and Social Security Order No. 28, Provisions on Employment Services and Employment Management (promulgated 2007, last revised 2022)
劳动和社会保障部令第28号，就业服务与就业管理规定（2007年公布，2022年最后修订）
Employment protection for pathogen carriers and restrictions on hepatitis B screening
English translation · Unofficial
Article 19 When recruiting personnel, employers shall not refuse to employ a person on the ground that the person carries an infectious pathogen. However, where this status has been medically established, carriers shall not, before being cured or ruled out as potentially infectious, engage in work likely to spread infectious diseases that laws, administrative regulations or the health administrative department of the State Council prohibit them from undertaking.
When recruiting personnel, employers shall not compulsorily use hepatitis B virus serological indicators as medical examination criteria, except for work that State laws, administrative regulations or the health administrative department of the State Council prohibit hepatitis B carriers from undertaking.
Chinese original
第十九条 用人单位招用人员，不得以是传染病病原携带者为由拒绝录用。但是，经医学鉴定传染病病原携带者在治愈前或者排除传染嫌疑前，不得从事法律、行政法规和国务院卫生行政部门规定禁止从事的易使传染病扩散的工作。
用人单位招用人员，除国家法律、行政法规和国务院卫生行政部门规定禁止乙肝病原携带者从事的工作外，不得强行将乙肝病毒血清学指标作为体检标准。
Prohibition of discriminatory content in recruitment notices and advertisements
English translation · Unofficial
Article 20 Recruitment notices or advertisements issued by employers shall not contain discriminatory content.
Chinese original
第二十条 用人单位发布的招用人员简章或招聘广告，不得包含歧视性内容。
Regulations on AIDS Prevention and Treatment
State Council Order No. 457, Regulations on AIDS Prevention and Treatment (promulgated 2006, last revised 2019)
国务院令第457号，艾滋病防治条例（2006年公布，2019年最后修订）
Non-discrimination against people living with HIV, people with AIDS and their families
English translation · Unofficial
Article 3 No entity or individual shall discriminate against people infected with HIV, people with AIDS or their family members. Their lawful rights and interests in marriage, employment, medical care, education and other areas shall be protected by law.
Chinese original
第三条 任何单位和个人不得歧视艾滋病病毒感染者、艾滋病病人及其家属。艾滋病病毒感染者、艾滋病病人及其家属享有的婚姻、就业、就医、入学等合法权益受法律保护。
Voluntary HIV counselling and testing
English translation · Unofficial
Article 23 The State shall implement a system of voluntary HIV counselling and testing.
Medical and health institutions designated by the competent health departments of local people’s governments at or above county level shall provide free counselling and preliminary screening to persons voluntarily seeking HIV counselling and testing, in accordance with the measures for voluntary HIV counselling and testing formulated by the competent health department of the State Council together with other relevant State Council departments.
Chinese original
第二十三条 国家实行艾滋病自愿咨询和自愿检测制度。
县级以上地方人民政府卫生主管部门指定的医疗卫生机构，应当按照国务院卫生主管部门会同国务院其他有关部门制定的艾滋病自愿咨询和检测办法，为自愿接受艾滋病咨询、检测的人员免费提供咨询和初筛检测。
Legally prescribed circumstances requiring HIV testing
English translation · Unofficial
Article 24 The competent health department of the State Council, together with other relevant State Council departments, may prescribe circumstances in which HIV testing is required according to the needs of AIDS prevention and control.
Chinese original
第二十四条 国务院卫生主管部门会同国务院其他有关部门根据预防、控制艾滋病的需要，可以规定应当进行艾滋病检测的情形。
Law on the Prevention and Control of Occupational Diseases
Law of the People’s Republic of China on the Prevention and Control of Occupational Diseases (promulgated 2001, last amended 2018)
中华人民共和国职业病防治法（2001年公布，2018年最后修正）
Mandatory occupational health examinations and appropriate reassignment
English translation · Unofficial
Article 35 For workers engaged in operations involving exposure to occupational disease hazards, employers shall arrange occupational health examinations before assignment, during employment and upon leaving the post, in accordance with the provisions of the health administrative department of the State Council, and shall inform workers of the results in writing. Employers shall bear the costs of these examinations.
Employers shall not assign workers who have not undergone a pre-assignment occupational health examination to work involving exposure to occupational disease hazards, or assign workers with occupational contraindications to the work concerned. Workers found through occupational health examinations to have health damage related to their work shall be transferred from their original posts and appropriately reassigned. Employers shall not terminate or end the employment contracts of workers who have not undergone an occupational health examination before leaving their posts.
Occupational health examinations shall be conducted by medical and health institutions holding a Medical Institution Practising Licence. Health administrative departments shall strengthen the regulation and management of occupational health examinations; detailed administrative measures shall be formulated by the health administrative department of the State Council.
Chinese original
第三十五条 对从事接触职业病危害的作业的劳动者，用人单位应当按照国务院卫生行政部门的规定组织上岗前、在岗期间和离岗时的职业健康检查，并将检查结果书面告知劳动者。职业健康检查费用由用人单位承担。
用人单位不得安排未经上岗前职业健康检查的劳动者从事接触职业病危害的作业；不得安排有职业禁忌的劳动者从事其所禁忌的作业；对在职业健康检查中发现有与所从事的职业相关的健康损害的劳动者，应当调离原工作岗位，并妥善安置；对未进行离岗前职业健康检查的劳动者不得解除或者终止与其订立的劳动合同。
职业健康检查应当由取得《医疗机构执业许可证》的医疗卫生机构承担。卫生行政部门应当加强对职业健康检查工作的规范管理，具体管理办法由国务院卫生行政部门制定。
Personal Information Protection Law
Personal Information Protection Law of the People’s Republic of China (promulgated 2021)
中华人民共和国个人信息保护法（2021年公布）
Necessity and strict safeguards for sensitive personal information
English translation · Unofficial
Article 28 Sensitive personal information means personal information which, if disclosed or unlawfully used, could readily infringe a natural person’s dignity or endanger personal or property safety. It includes biometric information, religious beliefs, specific identity information, medical and health information, financial accounts, location and movement information, and the personal information of minors under 14 years of age.
Personal information processors may process sensitive personal information only where there is a specific purpose and sufficient necessity and strict protective measures are taken.
Chinese original
第二十八条 敏感个人信息是一旦泄露或者非法使用，容易导致自然人的人格尊严受到侵害或者人身、财产安全受到危害的个人信息，包括生物识别、宗教信仰、特定身份、医疗健康、金融账户、行踪轨迹等信息，以及不满十四周岁未成年人的个人信息。
只有在具有特定的目的和充分的必要性，并采取严格保护措施的情形下，个人信息处理者方可处理敏感个人信息。
Additional notification requirements for processing sensitive personal information
English translation · Unofficial
Article 30 When processing sensitive personal information, a personal information processor shall, in addition to the matters specified in the first paragraph of Article 17 of this Law, inform the individual of the necessity of processing the sensitive personal information and its impact on the individual’s rights and interests, except where notification is not required under this Law.
Chinese original
第三十条 个人信息处理者处理敏感个人信息的，除本法第十七条第一款规定的事项外，还应当向个人告知处理敏感个人信息的必要性以及对个人权益的影响；依照本法规定可以不向个人告知的除外。
Mapping Gap
Scope
The following analysis distinguishes direct coverage, partial coverage and cases where no complete equivalent was identified in the selected provisions. The absence of an exact equivalent does not mean that the conduct is unregulated by other laws.
D5.1 and D5.2 — Equal employment and non-discrimination throughout the working relationship.
The Employment Promotion Law establishes equal-employment principles, while legislation protecting women and persons with disabilities expressly addresses matters such as pay, benefits, training and promotion. These provisions differ in their protected groups and scope; they should not be combined into an assumed uniform rule covering every person and employment interaction.
For performance feedback, mentoring, grievances, disciplinary processes and benefits such as accommodation, transport, meals, partner and family benefits, the selected provisions provide general or partial coverage rather than a complete item-by-item equivalent to D5.2.
D5.3 — Sexual harassment, other harassment, bullying and intimidation require distinct assessment.
The Civil Code’s sexual-harassment protection is not limited to women. The Law on the Protection of Women’s Rights and Interests adds specific employer duties to prevent and address sexual harassment against women.
Non-sexual bullying, humiliation and intimidation may engage protections concerning reputation, privacy and personal liberty, depending on the conduct. These provisions do not create a single definition and complete management framework equivalent to all unwelcome conduct under D5.3. Conduct involving clients, suppliers and other work-related persons also requires assessment; review should not be limited to managers and colleagues.
D5.4 — Specific accommodation duties do not cover every need listed in the Standard.
Disability legislation expressly requires appropriate workplace, equipment and facility adaptations where needed. The Mental Health Law also requires suitable work and equal treatment for persons with mental disorders. These are positive duties; merely avoiding discriminatory hiring is insufficient.
The selected nationwide provisions do not establish a single accommodation duty covering every need listed in D5.4, including religious and customary practices, literacy, language, personal hygiene and caregiving. A prohibition of religious discrimination does not itself specify arrangements for every religious practice. Pregnancy and breastfeeding protections mapped under D4 remain relevant, while other caregiving arrangements require assessment of applicable local rules.
D5 Principle III, D5.3 and D5.4 — Mental-health duties and psychosocial risks.
Article 15 of the Mental Health Law expressly requires employers to create a working environment conducive to physical and mental health and to pay attention to employees’ mental health. It would therefore be inaccurate to describe this area as lacking domestic legal requirements.
The provision does not, however, prescribe a complete process for identifying and addressing all psychosocial risks arising from discrimination, bullying, workplace relationships or work arrangements. General mental-health education alone does not establish full conformity with D5.
D5.5 — Different rules apply to pregnancy, HIV and other bodily testing.
Chinese law applies different rules to pregnancy testing, hepatitis B screening and HIV testing. Pregnancy testing as part of an entry medical examination is expressly prohibited, subject to other state provisions. Hepatitis B screening is specifically restricted, while the HIV regulations establish voluntary testing and permit competent authorities to prescribe mandatory-testing situations.
These rules should not be reduced to either an absolute prohibition of all testing or permission based solely on worker consent. No equivalent unified list addressing “virginity” tests and all other role-irrelevant bodily procedures was identified in the selected legislation. This does not make such procedures lawful: personality and privacy protections may apply. The Standard’s exceptions cannot legalise a procedure prohibited by law.
D5.5 — Mandatory occupational health examinations are distinct from general entry screening.
Occupational health examinations before, during and upon leaving hazardous work are statutory requirements for workers exposed to occupational disease hazards. They serve a defined preventive purpose and should be distinguished from discriminatory screening.
A statutory examination requirement does not authorise unrestricted testing or use of results. The role’s hazards, applicable examination requirements and information-processing rules must still be assessed, alongside D5.5’s conditions concerning severe risks, advance communication and agreement. The Standard must not be interpreted as waiving mandatory occupational health obligations.
D5.5 and D5.6 — Examinations and the processing of results require separate review.
Medical and health information is sensitive personal information. Its processing requires a specific purpose, sufficient necessity, strict safeguards and compliance with applicable notification and other duties. A lawful basis for an examination does not permit unrestricted collection, disclosure or secondary use of its results.
Data-protection compliance also does not replace assessment of the bodily procedure itself, its relevance to the role or the exceptions under D5.5.
D5.6 — Anti-sexual-harassment measures are not a complete discrimination management system.
Article 25 of the Law on the Protection of Women’s Rights and Interests establishes concrete management duties, including policies, designated responsibility, training, complaint channels, investigation procedures and privacy protection. These are substantive obligations rather than merely general principles.
Their subject matter and scope nevertheless differ from the complete M1–M10 system required by D5.6 across discrimination issues, operations and business relationships. An anti-sexual-harassment programme alone does not establish coverage of broader discrimination risks, worker involvement, business-partner impacts, monitoring and continual improvement.