There are many questions from users of our website about whether an employer can monitor or continuously monitor employees during work activities.
There are many questions from users of our website about whether an employer can monitor or continuously monitor employees during work activities.
The form of monitoring (monotoring) can vary, often it will be monitoring the content of email correspondence, monitoring calls from the work phone, opening correspondence, but also monitoring the movement of employees within the operation or in the employer’s offices. Industrial cameras are a special chapter. These and other aspects of employee “surveillance” will be dealt with next time.
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The question that arises from the above is: Is this legal? The answer is unequivocal – NO! The exception is when the employer has valid reasons to question the employee’s performance.
§ Section 316(2) of the Labour Code prohibits an employer from monitoring employees “for preventive reasons”. Employees can only be subjected to such practices if: 1) there is a serious reason to doubt the employee’s work performance and 2) the employee is informed about it.
However, the above does not apply in the case of certain specific activities where, on the contrary, monitoring needs to be carried out. Typically, this will be in the case of printing shops, nuclear plants, etc., where, for safety or damage prevention reasons, monitoring of employees must be carried out continuously.
Dostupný advokát team of online lawyers will solve it for you.
Our team of experienced attorneys will help you solve any legal issue. Within 24 hours we’ll evaluate your situation and suggest a step-by-step solution, including all costs. The price for this proposal is only CZK 690, and this is refunded to you when you order service from us.
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