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:
- Whether the monitoring of employees is permitted from a data protection and employment law perspective?
- 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.