European & Middle East Guide to: Monitoring of Employees in the Workplace

February 20, 2019 – The monitoring of employees’ activities in the workplace is a sensitive and often contentious issue. On the one hand, an employee has the right to privacy and the protection of their personal data, which is enshrined in various human rights, privacy and data protection laws and regulations. On the other hand, employers have a right to monitor their employees to protect their business from abuse, to prevent criminal activity and to ensure occupational safety.

Key contacts Annejet Balm
Expertise Employment law
Reading time < 1 min leestijd

What is key is that employers must have a legitimate reason for monitoring their employees; that the extent of monitoring is proportionate to the need and that employees are informed and consulted on the type of monitoring taking place. But there are important jurisdictional differences that must be understood. In order to help both employers and employees operating across Europe and the Middle East to navigate this complex area, the following Meritas guide provides answers to two key questions as they relate to 25 countries across the region:

  1. Whether the monitoring of employees is permitted from a data protection and employment law perspective?
  2. Whether there are any differences or restrictions on monitoring depending on the form of monitoring used?

This guide has been produced by the Employment, Benefits and Immigration Law Group of Meritas Law Firms Worldwide.

If this is relevant for your organization, feel free to download the full article. If you have any questions, please don’t hesitate to contact Annejet Balm, lawyer and partner at Lexence.