My employer is monitoring me
Step-by-step legal guidance hasn't been verified in Ελληνικά yet, so it's shown in English below. The interface is in Ελληνικά.
Were you informed about the monitoring before it started?
Yes, I was told
Being told is the minimum, not the whole test. Monitoring must also be lawful, fair and proportionate (Art. 5(1)(a) GDPR) — and for employment, the detailed rules are set by national law under Article 88, so what is allowed differs between member states.
If the monitoring feels broader than needed for a legitimate purpose (e.g. constant screen recording, private messages read), ask your employer for its legal basis in writing, and raise it with your works council or union, the labour inspectorate, or your Data Protection Authority. Which route is strongest depends on your country — this portal won't pretend the answer is uniform.
Primary sources
- GDPR Art. 5(1)(a), Art. 88 · CELEX 32016R0679 ↗Transparency at work (employee monitoring)
What you can do next
For workplace monitoring, the labour inspectorate and your union are additional routes — employment data rules are partly national (GDPR Art. 88).
This is legal information, not legal advice. For your specific case, contact your national Data Protection Authority, labour inspectorate, a trade union or a free legal clinic.