{"id":21965,"date":"2025-02-27T13:34:10","date_gmt":"2025-02-27T12:34:10","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/e-mail-aziendali-la-corte-di-cassazione-ribadisce-i-limiti-dei-controlli-datoriali-norme-tributi-plus-diritto-de-il-sole-24-ore-vittorio-de-luca-martina-de-angeli-2\/"},"modified":"2026-02-16T16:21:51","modified_gmt":"2026-02-16T15:21:51","slug":"e-mail-aziendali-la-corte-di-cassazione-ribadisce-i-limiti-dei-controlli-datoriali-norme-tributi-plus-diritto-de-il-sole-24-ore-vittorio-de-luca-martina-de-angeli","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/en\/insights\/pubblicazioni\/company-emails-the-limits-of-employer-surveillance-according-to-the-italian-supreme-court\/","title":{"rendered":"Company emails: the limits of employer surveillance according to the Italian Supreme Court\u00a0 (Norme &amp; Tributi Plus Diritto de Il Sole 24 Ore, 27 February 2025 &#8211; Vittorio De Luca, Martina De Angeli)"},"content":{"rendered":"\n<p>The Italian Supreme Court, in its decision no. 807 of January 13, 2025, has once again addressed the legitimacy of employer monitoring of employees\u2019 corporate email accounts. The Court reiterated that while an employer may access an employee\u2019s company email, this action is only lawful if there is a well-founded suspicion of illegal conduct. Information gathered before such a suspicion arises cannot be used for disciplinary purposes.\u00a0<\/p>\n\n\n\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" data-id=\"20089\" src=\"https:\/\/www.delucapartners.it\/wp-content\/uploads\/2025\/02\/cyber-sec-1024x679.png\" alt=\"\" class=\"wp-image-20089\"\/><\/figure>\n<\/figure>\n\n\n\n<p>In the case at hand, the company had dismissed a manager based on information obtained from an email log check, which was conducted prior to an alert from the company\u2019s system that triggered the suspicion of misconduct. The Court of Appeal had already ruled that the information collected prior to the \u201cemployer\u2019s suspicion\u201d could not be used as evidence to support the dismissal, and that only the manager\u2019s statements should be considered as the sole source of evidence.&nbsp;<\/p>\n\n\n\n<p>This ruling raises important considerations regarding the limits of employer control, particularly in a technological context where surveillance capabilities have expanded. It is crucial to clearly define the boundaries within which monitoring activities and the data collected can be considered lawful and compliant with current regulations. Indeed, any monitoring activity must be proportionate, transparent, and clearly justified, ensuring that employees are informed about the scope and purpose of such surveillance.&nbsp;<\/p>\n\n\n\n<p>Continue reading the full version published in <a href=\"https:\/\/ntplusdiritto.ilsole24ore.com\/art\/e-mail-aziendali-corte-cassazione-ribadisce-limiti-controlli-datoriali-AGXb0yBD\">Norme &amp; Tributi Plus Diritto<\/a> of Il Sole 24 Ore.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The Italian Supreme Court, in its decision no. 807 of January 13, 2025, has once again addressed the legitimacy of employer monitoring of employees\u2019 corporate email accounts. The Court reiterated that while an employer may access an employee\u2019s company email, this action is only lawful if there is a well-founded suspicion of illegal conduct. Information [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":21966,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[177,190,196,212,208],"tags":[2001,943],"class_list":{"0":"post-21965","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","6":"hentry","7":"category-insights","9":"category-news","11":"category-publications","12":"tag-cybersecurity-en","13":"tag-gdpr-en"},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Company emails: the limits of employer surveillance according to the Italian Supreme Court\u00a0 (Norme &amp; Tributi Plus Diritto de Il Sole 24 Ore, 27 February 2025 - Vittorio De Luca, Martina De Angeli) - De Luca &amp; Partners<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.delucapartners.it\/en\/wp-json\/wp\/v2\/posts\/21965\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Company emails: the limits of employer surveillance according to the Italian Supreme Court\u00a0 (Norme &amp; Tributi Plus Diritto de Il Sole 24 Ore, 27 February 2025 - Vittorio De Luca, Martina De Angeli) - De Luca &amp; Partners\" \/>\n<meta property=\"og:description\" content=\"The Italian Supreme Court, in its decision no. 807 of January 13, 2025, has once again addressed the legitimacy of employer monitoring of employees\u2019 corporate email accounts. The Court reiterated that while an employer may access an employee\u2019s company email, this action is only lawful if there is a well-founded suspicion of illegal conduct. 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