This paper has argued for two conclusions. First, it is argued that there is nothing intrinsically special about genetic information compared to other kinds of health related information. For every allegedly special feature or special combination of features of genetic information it is possible to find non-genetic health related information which shares these features. This has implications for legislation in a number of areas where we wish to control health related information (employment, insurance, health registers etc.).

The second part of the paper explores these implications in connection with regulations of employment decisions and shows: 1) that we need to regulate the use of health related information in this context because of the power differentials between employers and employes, and 2) that a uniform regulation of all health related information is preferable to a specific regulation of genetic information. The recent Danish law on health information and employment is discussed, and it is concluded that it is a useful model for such regulation, although stronger enforcement provisions ought to be recommended.

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