Union law. His practice areas also include labor and employment; company and corporate law; insolvency, bankruptcy and liquidation; contract law; debt collection; and real estate law. Union law. He also practices in the areas of mergers and acquisitions, corporate law, international banking law and securities matters, labor and employment, antitrust/competition law, contract law and real estate law. Lajos u. 74-76 1036 Budapest, Hungary +(36 1) 454 1766 Phone +(36 1) 454 1777 Fax shargittay@fusthylawoffice.hu zfusthy@fusthylawoffice.hu www.fusthylawoffice.hu factor in the lives of average people. Almost everybody has at least one account in various community pages (e.g.: Facebook, Twitter, LinkedIn, etc.). People are sharing photos, posting their opinions, making comments and "liking" each other's posts all the time. These activities may show a lot of information about the user's life, personality and workplace. Therefore, social media may affect the employment relationship in various ways. We would like to highlight labor and data protection law in Hungary. Two main laws apply to this issue: Act I of 2012 on the Labor Code (referred to as "Labor Code") and Act CXII of 2011 on the Right of Informational Self-Determination and on Freedom of Information (referred to as: "Information Act"). usually revolve around the conflict opinions and the employer's legitimate economic interests. According to the Labor Code, during the life of the employment relationship, employees shall not engage in any conduct which jeopardizes the legitimate economic interests of the employer, unless so authorized by the relevant legislation. Employees may not engage in any conduct during or outside their paid working hours that, stemming from the worker's job or position in the employer's hierarchy, directly and factually has the potential to damage the employer's reputation, legitimate economic interest or the intended purpose of the employment relationship. Furthermore, the Labor Code sets a guideline pertaining to the confidentiality obligation of employees. According to the Labor Code, employees shall maintain confidentiality in relation to business secrets obtained in the course of their work. Moreover, employees shall any data learned in connection with their activities that, if revealed, would result in detrimental consequences for their employer or other people. The requirement of confidentiality shall not apply to any information that is declared by specific other legislation to be treated as information of public interest or public information and as such is rendered subject to disclosure requirement. An employee may be requested to make a statement or to disclose certain information only if it does not violate his personal rights, and if deemed necessary for the conclusion, fulfillment or termination of the employment relationship. An employee may be requested to take an aptitude test if one is prescribed by employment regulations, or if deemed necessary with a view to exercising rights and discharging obligations in accordance with employment regulations. The Labor Code contains a provision which is related to the data protection law, as well. Employers shall inform their |