Insights / Workplace Privacy and Compliance
Employee Monitoring and GDPR: Privacy Considerations for Employers
Questions to take to qualified advisers before introducing workforce monitoring.
Treat legal requirements as a separate review
Employee monitoring involves personal information and may be subject to different requirements depending on the organisation, workforce and locations involved. This article is a discussion checklist, not legal advice or a statement of TrackEye compliance. Ask qualified advisers to assess the requirements that apply to your situation.
Prepare a clear description of collection
Before seeking advice, document what you intend to collect, the business purpose, the devices involved and when collection happens. Include screenshots and recordings separately because they can capture additional sensitive information. Explain who would access records and how the organisation would use them.
Ask about proportionality and transparency
Discuss whether the planned collection is necessary for the stated purpose and whether a less intrusive method is available. Review the employee notice, internal policy and process for handling questions. Ask advisers which documentation, assessments or contractual arrangements are needed for your circumstances.
Verify vendor documentation
Request product-specific details about access, retention, deletion, security measures and service arrangements. The TrackEye team must confirm implemented controls and provide the relevant documentation. Do not infer regulatory compliance from a feature list, a pricing plan or the use of a particular hosting platform.
Take the next step
Explore TrackEye’s proposed capabilities, compare the plans, or request a demonstration to confirm the functionality relevant to your organisation.