{"id":21594,"date":"2025-04-14T11:28:47","date_gmt":"2025-04-14T09:28:47","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/employee-controls-legal-limits-and-best-practices-for-companies\/"},"modified":"2026-07-30T10:43:54","modified_gmt":"2026-07-30T08:43:54","slug":"employee-controls-legal-limits-and-best-practices-for-companies","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/en\/news\/pubblicazioni-2\/employee-controls-legal-limits-and-best-practices-for-companies\/","title":{"rendered":"Employee surveillance: a practical guide for employers (Agenda Digitale – 14 April 2025, Martina De Angeli, Alesia Hima)"},"content":{"rendered":"\n

Managing employee surveillance is a sensitive issue, especially with the rise of new technologies. Recent rulings from Italy\u2019s Court of Cassation have clarified the legal boundaries surrounding this practice. <\/p>\n\n\n\n

The role of Investigative Agencies<\/strong> 
Employers may use private investigators to check potential employee misconduct, such as unapproved absences or misuse of leave. However, these investigations must be focused, proportional, and lawful, ensuring they do not interfere with an employee\u2019s work duties. <\/p>\n\n\n\n

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Monitoring company devices<\/strong> 
Employers may need to access employees\u2019 devices, such as emails or laptops, especially when there is reasonable suspicion of misconduct. The Italian Supreme Court has recently clarified that checking an employee\u2019s email is only permitted when there is concrete suspicion, and such checks must not be arbitrary or excessive. <\/p>\n\n\n\n

Balancing business needs and employee privacy<\/strong> 
It is essential to strike a balance between business needs and employee privacy. Surveillance must be justified, proportionate, and never indiscriminate. Employers must ensure they follow legal guidelines to avoid misuse of the information collected. <\/p>\n\n\n\n

Best practices<\/strong> <\/p>\n\n\n\n