Under certain conditions yes, but never unconditionally. Examining an employee’s corporate computer or mailbox means processing personal data, so it is bound by the principles of the Personal Data Protection Law (No. 6698): a specific and legitimate purpose, a scope limited and proportionate to that purpose, and an employee who was told in advance. In practice the safe footing is laid at the start of employment, with an IT and acceptable-use policy stating that corporate accounts may be audited and should not be used for private correspondence.
The case law pulls the same way: both the Constitutional Court and the European Court of Human Rights balance the employer’s power of supervision against the confidentiality of the employee’s communications and their private life. An examination resting on no policy, or one that is unlimited or covert, can end with the evidence held invalid and with damages and an administrative sanction on top of that. We work to a protocol built for that line — scope confined to the relevant data, and every step minuted.
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