Workplace Monitoring
Workplace Monitoring
Employers now have increasingly more options when it comes to monitoring their employees – whether this is to track productiveness or to protect business interests. These could include observing staff computer systems, social media, web-browsing patterns and private messaging apps.
However, it is important for employers to balance the need to protect their business interests and their employees’ human rights.
Employers should notify employees if they are being monitored, as well as why and how the data or imagery will be used. Data protection laws state that an employee should be informed that a personal data file exists, and how that data is stored and used.
The introduction of the General Data Protection Regulation (GDPR) on 25th May 2018, will enforce more responsibilities on data controllers (particularly employers), on how data is held, used and how employees are informed. The GDPR will also change the criteria for consent, so employers must ensure that they are able to rely on valid consent for the processing of personal data.
To avoid repercussions, it is important to ensure:
- Monitoring is restricted to what is necessary to achieve the aims of the surveillance, and not prying into an employee’s private life.
- Ensure employees know about any monitoring and how any information captured is used.
- Carry out an impact assessment to identify any negative effects on staff or the workplace.
- Update privacy policies as necessary.
- Carry out a data protection audit to ensure you will be GDPR compliant.
Click the link below to find out more about the upcoming GDPR:
