Personal Information Collection Statement (PICS)

PERSONAL INFORMATION COLLECTION STATEMENT (PICS) 收集個人資料聲明

✓Business name (BR No. Business Registration (BR) number) Collected via: Context of collection

This statement is issued in accordance with Data Protection Principle 1(3) of the Personal Data Protection Ordinance (PDPO, Cap. 486), which requires that a data subject be informed, on or before collection, of the purposes of collection, the classes of persons to whom the data may be transferred, whether providing the data is mandatory or voluntary, and how to access and correct their own data.

1. PURPOSES OF COLLECTION 1.1. Purposes of collection

2. CLASSES OF TRANSFEREES 2.1. Classes of persons the data may be transferred to

3. MANDATORY OR VOLUNTARY 3.1. Is providing this data mandatory or voluntary? 3.2. Consequence if not provided: Consequence of not providing the data (if mandatory)

4. YOUR RIGHTS 4.1. Rights of access and correction 4.2. Requests for access or correction may be directed to: Contact for data access / correction requests

5. DIRECT MARKETING 5.1. Direct marketing use (if any) 5.2. Where personal data is intended to be used in direct marketing, PDPO Part 6A requires the data subject's explicit consent (or no objection following a response channel) before such use, and every marketing communication must offer an opt-out.

— — — ⚠️ This is a boilerplate template, not legal advice. Hong Kong's Employment Ordinance, MPF, Employees' Compensation, and PDPO compliance regimes are subject to near-term and phased changes — including the abolition of MPF offsetting for severance/long service payments (in effect since 1 May 2025), the "468 rule" for continuous contracts (in effect from 18 January 2026), the Statutory Minimum Wage rising to HK$43.1/hour (from 1 May 2026, now subject to annual review), the growing statutory holiday schedule (15 days in 2026), and a pending public consultation on cooling-off periods for prepaid beauty/fitness contracts (29 June – 31 August 2026) — have this template reviewed and adapted by a lawyer before use, and confirm the current rules and thresholds at labour.gov.hk, mpfa.org.hk, pcpd.org.hk, and fehd.gov.hk on the date of use.