Carolin KeilDie nichttechnische Arbeitnehmerüberwachung

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Non-technological surveillance of employees remains an integral part of everyday business, despite an increasing number of technological surveillance tools. Employers can choose within a wide range of surveillance methods to monitor work efficiency and employee behavior, e.g. through surveys and peer observation. Aside from employers and private security firms conducting surveillance, an increasing number of colleagues are obliged to report misconducts, by so-called whistleblowing clauses in their work contract. Due to a lack of clear legal requirements and limitations of employee surveillance, the legitimacy of the non-technological employee surveillance has to be evaluated in the light of numerous individual court decisions and scientific statements. This situation responds neither to the practical nor the constitutional dimension of the topic on hand. The author aims to contribute to legal certainty by developing criteria for an appropriate and comprehensive legal assessment of non-technological surveillance. The author organizes the apparent confusion of requirements for non-technological employee surveillance, resulting in a general approach for legal assessment of the surveillance for employers, security firms and colleagues respectively. In order to provide a complete understanding of the topic on hand, the author considers also the legal consequences of non-technological employee surveillance and evaluates the legal situation in the light of the extent of protection for employers and employees respectively. Findings and insights are concluded in criticism and consequences, offering guidance for legal and practical application in non-technological employee surveillance.

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