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GINA
Genetic Information Nondiscrimination Act
Interdit l'utilisation des informations génétiques dans les décisions d'emploi et d'assurance santé.
The law in brief
GINA prohibits discrimination based on genetic information in employment (Title II) and in health insurance (Title I). For employers, it goes further than banning discriminatory decisions: it restricts when an employer may even request, require or buy genetic information, and it requires such information to be kept confidential.
Genetic information is broader than DNA test results. It includes family medical history, which is why routine forms and wellness programs are a common source of GINA problems.
À qui elle s’applique
- Employers with 15 or more employees, employment agencies, labor organizations and joint labor-management training programs (Title II).
- Group health plans and health insurers (Title I), enforced by the Departments of Labor, Health and Human Services and the Treasury.
- Genetic information includes an individual's genetic tests, the genetic tests of family members, family medical history, and requests for or receipt of genetic services.
What it requires
No decisions based on genetic information
Do not use genetic information in hiring, firing, pay, promotion or any other term or condition of employment.
No requesting or buying it
Do not request, require or purchase genetic information about an applicant or employee, except under narrow exceptions such as inadvertent acquisition, voluntary wellness programs and publicly available sources.
Keep it confidential and separate
Keep any genetic information you hold in separate forms and files, treated as confidential medical records, and disclose it only as the regulation permits.
No genetic underwriting in health plans
Group health plans and insurers may not adjust premiums or contributions on the basis of genetic information, or request or require genetic testing.
Droits des personnes
Employees and applicants can file a charge with the EEOC if they believe genetic information was requested, used or disclosed unlawfully, and are protected from retaliation for doing so.
Enforcement and penalties
Le titre II prévoit les mêmes recours que le titre VII : rappels de salaire, réintégration et dommages-intérêts compensatoires et punitifs dans la limite de plafonds fondés sur la taille de l’employeur, plus les honoraires d’avocat. L’EEOC instruit les plaintes et engage des poursuites, y compris au sujet des programmes de bien-être et des examens médicaux préalables à l’embauche qui portent sur les antécédents familiaux.
What to do first
- Remove family medical history from applications, post-offer exams and fitness-for-duty forms.
- Add the safe harbor warning to lawful requests for medical information, telling providers not to supply genetic information.
- Review wellness programs so any genetic information is voluntary and kept apart from employment decisions.
- Store genetic information separately from personnel files, with the confidentiality of medical records.
- Train managers: overheard or social media information about a relative's illness must not influence decisions.
Checked against the official text on 28 September 2026. Quotations are the operative words of the law, linked to the article they come from; the official text is the authority. This brief is written by the Association for practitioners and is not legal advice.
Évolutions récentes
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AEPD Privacy Lab invites entities to submit projects, research and initiatives
The announcement expands the visibility of privacy‑related work and encourages collaboration across academia, public bodies and industry. The AEPD's Privacy Lab has opened its Novedades space for publications, research projects, calls and activities related to privacy, data protection, AI and emerging technologies. Universities, research centres, public and private organisations may send their contributions. Instructions for submission are available on the Lab’s website.
Source: AEPD (Spain) press releases. GINA in the regulations library.
Sources
- 29 CFR partie 1635, Genetic Information Nondiscrimination Act de 2008 eCFR · Texte officiel ou régulateur
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