New York Labor Law Sections 203-c and 203-d (Employee Privacy: Recording in Restrooms and Personal Identifying Information) vs GDPR
What is the difference between New York Labor Law Sections 203-c and 203-d (Employee Privacy: Recording in Restrooms and Personal Identifying Information) and GDPR?
New York Labor Law Sections 203-c and 203-d (Employee Privacy: Recording in Restrooms and Personal Identifying Information) is a privacy framework applying in the United States, with 6 controls across 2 domains. GDPR is a privacy framework applying in the European Union, with 41 controls across 5 domains. Both govern the same subject, so their requirements overlap; the mapping below shows which controls carry across and which are asked for by only one of them.
Questions people ask about New York Labor Law Sections 203-c and 203-d (Employee Privacy: Recording in Restrooms and Personal Identifying Information) and GDPR
What is the difference between New York Labor Law Sections 203-c and 203-d (Employee Privacy: Recording in Restrooms and Personal Identifying Information) and GDPR?
Do I need both New York Labor Law Sections 203-c and 203-d (Employee Privacy: Recording in Restrooms and Personal Identifying Information) and GDPR?
How do New York Labor Law Sections 203-c and 203-d (Employee Privacy: Recording in Restrooms and Personal Identifying Information) and GDPR controls map to each other?
Which framework should I implement first, New York Labor Law Sections 203-c and 203-d (Employee Privacy: Recording in Restrooms and Personal Identifying Information) or GDPR?
Each framework on its own
Comparisons people read next
Each of these compares one of the two standards above against another it shares controls with.
See all control mappings with interactive gap analysis
Explore the complete mapping between New York Labor Law Sections 203-c and 203-d (Employee Privacy: Recording in Restrooms and Personal Identifying Information) and GDPR on our compliance platform.