Email and internet access at the workplace raise the issue of how the employer can monitor their use and limit their use for non-business purposes. The employer has a legitimate interest in maintaining control over employee internet use in order to:

• limit the use to work-related activities only and thus avoid a decrease in employee productivity;

• ensure the security of the IT infrastructure by banning certain activities and identifying the source of security breaches;

• avoid a waste of IT resources.

The monitoring and/or restriction of employees’ internet use is not only an issue under the FADP but also under labour laws and is not addressed in detail here. For reference, see the information and guidelines by the FDPIC.