Monitoring employees’ social media: the legislation in a global perspective
In a new article, Ius Laboris takes a closer look at the issue of whether employers can monitor employees’ social media posts
Increasingly, employers are being made aware of employee misconduct that is evidenced by photos, videos or other social media posts. But what legal issues should employers pay special attention to when using such posts?
Employee posts as a source of information
Employee posts on social media can be interesting for employers in several situations. It may be that an employee reports that a colleague who is supposedly on sick leave is in fact on a holiday, that the employer fears being criticised by employees on social media, or that internal confidential company information could be published. In these situations, employees’ social media profiles can be a source of information for the employer. But what exactly are employers allowed to do?
The article is based on the situation in Germany, and Norrbom Vinding has, together with the Ius Laboris members firms in 18 other countries, provided comments on the legislative status. The article is free and can be found on the Ius Laboris website: www.iuslaboris.com/insights
The content of the above is not, and should not be a substitute for legal advice.
Ius Laboris recently received the prestigious Global Network of the Year award at The Lawyer European Awards 2023.
The long-awaited bill, which introduces a requirement for registration of working time for each individual employee and provides the opportunity to derogate from the 48-hour rule for certain employee groups, has been submitted to the Parliament. The effective date has been postponed to 1 July 2024.
On the first Tuesday of October, the parliamentary year kicked off and, as usual, the Government announced its legislative programme for the parliamentary year 2023/2024.
The opportunities associated with AI are immense, but right now it is necessary to address a number of concerns about the use and potential of AI in the workplace.
In a recent judgment, the Supreme Court held that a retention bonus was not remuneration within the meaning of the Insolvency Act. The judgment is likely to have an impact on the question of whether retention bonuses are covered by section 17a of the Salaried Employees Act.
The Data Protection Agency has issued revised guidelines on data protection in employment relationship.