Workplace Email Privacy

Overview

Workplace email and internet monitoring sits at the intersection of employer legitimate interests and employee fundamental rights to privacy and correspondence under Art. 8 of the European Convention on Human Rights (ECHR), Art. 7 of the EU Charter of Fundamental Rights, and the GDPR. The landmark Grand Chamber judgment in Barbulescu v Romania (Application No. 61496/08, 5 September 2017) established a six-factor proportionality test that all European employers must satisfy before monitoring employee electronic communications. This skill provides a compliance framework for implementing email and internet monitoring that respects these legal boundaries.

Legal Framework

ECHR Art. 8 — Right to Respect for Private Life and Correspondence

Art. 8(1): "Everyone has the right to respect for his private life, family life, his home and his correspondence."

Art. 8(2): Interference is permitted only where it is "in accordance with the law," pursues a "legitimate aim," and is "necessary in a democratic society."

The ECHR has consistently held that "correspondence" includes electronic communications sent from the workplace, and that "private life" encompasses activities in the professional context (Niemietz v Germany, Application No. 13710/88, 1992).

Barbulescu v Romania — The Six-Factor Test

The Grand Chamber overturned the Chamber's earlier judgment and established that States have a positive obligation to ensure that domestic law provides adequate protection for employees' Art. 8 rights in the workplace monitoring context. The Court articulated six factors that national courts and employers must consider: