2017-09-22 Jennifer Renney posted:
Businesses are advised to take note of the recent decision of the most senior court – the Grand Chamber of the European Court of Human Rights (ECHR), which has overturned the ECHR decision in the case of Barbulescu v Romania by declaring that an employer's monitoring of an employee's communications at work was an infringement of his right to respect for private and family life.
Despite the fact that the employer’s staff handbook prohibited the use of the company's IT equipment for private communications, and also that the employee Mr Barbulescu was aware that other members of staff had been dismissed for breaching this policy, Mr Barbulescu exchanged messages on Yahoo Messenger with family members containing personal information about his health and also, rather bizarrely, his sex life. When his employer discovered this whilst monitoring internet use, Mr Barbalescu was dismissed.
Mr Barbalescu issued claims for breach of privacy laws and Article 8, which were originally rejected by the employment tribunal and the ECHR, but on further appeal to the Grand Chamber of the ECHR, this decision was recently overruled. The reasoning for this was that, although Mr Barbulescu was aware that there were restrictions on the personal use of IT equipment in the workplace, he had not been informed of the nature and extent of the monitoring by the employer, nor that the employer would have access to the content of his communications.
The Court stated that a balance needs to be struck between an employee’s right to privacy, and the employer’s right to monitor workplace activity, and that employees must be notified by the employer of the following:
In the UK the monitoring of employees is governed by the Data Protection Act 1998 (the DPA), which places strict limitations on the powers of employers to monitor employees' private communications at work. Breaches of the DPA can give rise to expensive fines as well as employment tribunal claims and employers must take care. These risks can however be minimised by ensuring that companies have:
We are specialist employment lawyers who act for a large number of local businesses and private individuals. If you need assistance with policies or disciplinary matters, feel free to contact us for further information at 01225 632240 or email firstname.lastname@example.org with any questions.
New blog: Post-termination restrictions. Employers & employees, are you protected by these enforceable restraints? renneyandco.co.uk/blog/2017-08-2…
Renney and Co guided me through what was a very difficult time after I was sacked from my position in a major Bank. They explained what my rights were, took action on my behalf, and negotiated a compensation settlement as well as a decent reference for me. It was reassuring to know I was in capable hands and getting the best advice which helped me move forward.
Thanks for all your advice and help in getting my settlement agreement processed quickly.