Proportionate, disclosed, and purpose-limited monitoring is possible; covert and unlimited monitoring is risky under both KVKK and employment law. The trio of policy + privacy notice + technical limits is essential.
What that means in practice: advance, specific notice and a genuine proportionality assessment before any monitoring begins, with clearly private messages treated as off-limits even on company devices. The policy has to be communicated and evidenced beforehand — retrospective justification is exactly what fails.
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This content is for general information only and does not constitute legal advice. Please contact our team for an assessment of your specific circumstances.
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