According to Article 8 of the Labor Contract Law, the employer has the right to know the basic information directly related to the labor contract, and the employee shall truthfully explain it. The information "directly related to the labor contract" should refer to the key information that matches the qualifications of the workers, which generally includes: the age of the job seeker, whether he suffers from diseases that are not suitable for the relevant positions, academic qualifications, professional qualifications, work experience, employment status, etc.
Therefore, when recruiting employees, employers will ask workers to provide personal information that belongs to the right to know. Among them, the employer can only collect copies of various certificates and verify the originals. The personal data collected shall be properly kept and used by the employer, and whether to return the employee to him when he is dismissed belongs to the autonomy of the employer and is decided by the employer.
Labor Contract Law
Article 8 When employing workers, the employing unit shall truthfully inform the workers of their work contents, working conditions, workplace, occupational hazards, conditions for safe production, labor remuneration and other information required by the workers; The employer has the right to know the basic information directly related to the labor contract, and the employee shall truthfully explain it.
Article 9 The employing unit shall not detain the employee's resident identity card and other documents, and shall not require the employee to provide guarantee or collect property from the employee in other names.
Article 84 If an employing unit violates the provisions of this Law and distrains the resident identity cards and other certificates of laborers, the labor administrative department shall order it to be returned to the laborers within a time limit and punish it in accordance with relevant laws and regulations.
If an employing unit, in violation of the provisions of this Law, collects property from laborers by way of guarantee or other names, the labor administrative department shall order it to be returned to the laborers within a time limit and impose a fine of not less than 500 yuan but not more than 2,000 yuan per person; If it causes damage to workers, it shall be liable for compensation.
If the employee dissolves or terminates the labor contract according to law, and the employer detains the employee's files or other articles, it shall be punished in accordance with the provisions of the preceding paragraph.