Paste the monitoring you run. See what each location requires before it starts.
Employee Monitoring Law Planner reads the monitoring your company runs or plans, line by line, and lays out the employee monitoring laws at each location covered, and names the ones that are not. Paste the monitoring you run or plan, one line per practice: what it watches, which staff, which site. Every line comes back with what each location requires before it starts, each cited to the law or the regulator's guidance:
- the notice and its period;
- the written policy;
- the works council or employee representative step;
- consent for recording;
- what is not allowed at all.
It does not monitor anyone.
- It does not monitor anyone. It tells you what each location requires before you do: notice, written policy, the works council or employee representative step, recording consent, and what is not allowed.
- One line per monitoring practice, per site. No employee names and no personal data: what it watches, which staff group, which site. Nothing leaves your browser until you save.
- Every line cites the law or official guidance behind it and the date we read it. Guidance is marked as guidance, not law.
- It never decides a practice for you. Every finding is a question for HR, the DPO or counsel, with the provision to open.
24 monitoring practices across 12 locations, 9 need a works council or representative step before they start, 3 run where no notice is recorded.
Customizable HR documents for different types of policies
From the same list of monitoring practices, the planner drafts five HR documents, each a different type of policy paper: a workplace monitoring policy, a monitoring notice for each location, a works council or employee representative consultation notice where the law asks for one, a consent or acknowledgement form where the law asks for one, and a retention and access schedule. Every clause cites the provision behind it, and every document is a draft for review by your employment counsel, not legal advice.
On Solo and Team you edit any clause in the page, then export to Word, print or save as PDF, or copy as text. The free run shows the specimen documents in full, watermarked, and a preview for your own first eight lines.
Paste the practices, not the people
One practice, or one group of identical practices, per row: practice | what it watches | staff group | site | country or state at least, or a header row with any of open or covert, notice given, start date, written policy, representative step, recording consent, devices, out of hours, retention days, lawful basis, assessment, owner and notes.
Read the matrix, then the annexes
The matrix sets every practice against every location, each cell marked with the notice, the representative step, the basis and paperwork, and what the place does not allow. Under it, one annex per location sets out each line's provisions as numbered paragraphs, with a line for HR and the representatives to note it.
Take the questions to the right person
Thirteen findings in a fixed order, from the representative step to the lawful basis, each naming its lines, the provisions and the guidance behind them, and the question to put to HR, the DPO or counsel. The plan CSV, the notice checklist and the one-page summary carry it into the room.
Customizable HR documents for different types of policies
Take the paper to staff and the works council. Five HR documents drawn from the same lines, each clause cited and labelled law, guidance or standard: a monitoring policy, a notice for each location, a consultation notice where the law asks for one, a consent or acknowledgement form where the law asks for one, and a retention and access schedule. Edit the wording in the page, then export to Word or print. The five document types.
Why a list of practices, and not a connection to the tools
Every monitoring tool a company switches on carries its own notice period, policy and consultation step, and they differ at every border. The employer who cannot show, practice by practice and site by site, what was given and agreed before it started finds out from a tribunal, a works council or a regulator. The answer sits in the list HR, IT and security already keep: what runs, what it watches, over whom, where. That is what this reads, in your browser, against the law of each place.
Employee monitoring law: the questions employers ask
What is Employee Monitoring Law Planner?
Employee Monitoring Law Planner reads the monitoring your company runs or plans, line by line, and lays out the employee monitoring laws at each location where this tool covers them, naming the ones it does not. Every line comes back with what each location requires before it starts, each cited to the law or the regulator's guidance.
Does it monitor my staff?
No. It does not monitor anyone. It tells you what each location requires before you do: notice, written policy, the works council or employee representative step, recording consent, and what is not allowed.
What do I need to paste in?
Paste one line per monitoring practice, per site: what it watches, which staff group, and which site. No employee names and no personal data are needed, and nothing leaves your browser until you save.
What does each location require before monitoring starts?
For each line it sets out the notice and its period, the written policy, the works council or employee representative step, consent for recording, and what is not allowed at all. Each is cited to the law or guidance behind it, with the date it was read.
Which locations and laws does it cover?
It covers the locations where this tool covers the law, including German, French, Italian and Dutch works council and data protection rules, the New South Wales, ACT and Victorian surveillance acts, the Australian Privacy Principles, Ontario's Employment Standards Act, and US state statutes including New York, Connecticut, Delaware, California, Illinois and Texas. Guidance from the ICO, the EDPB, the Article 29 Working Party, the CNIL and the ILO is marked as guidance, not law.
Does it decide whether a practice is allowed?
No. It never decides a practice for you. Every finding is a question for HR, the DPO or counsel, with the provision to open.
Why a list of practices and not a connection to the tools?
Every monitoring tool a company switches on carries its own notice period, policy and consultation step, and they differ at every border. The answer sits in the list HR, IT and security already keep: what runs, what it watches, over whom, and where. It reads that list in your browser against the law of each place.
Does it store employee personal data?
No. It reads one line per practice and per site, with no employee names and no personal data, and nothing leaves your browser until you save.
Can it draft the policy and notice documents I need?
Yes. On Solo and Team it drafts five HR documents from the same lines: a workplace monitoring policy, a monitoring notice for each location, a consultation notice where the law asks for one, a consent or acknowledgement form where the law asks for one, and a retention and access schedule. Each clause cites the provision behind it, and every document is a draft for review by your employment counsel, not legal advice.
Is Employee Monitoring Law Planner free?
There is a free specimen and eight lines of your own list with no account. The saved plan, the plan CSV, the notice checklist, the one-page summary, the findings CSV and the HR documents are on Solo and Team.
What is a works council or representative step?
In some places the law requires a works council or employee representative to be consulted before monitoring starts. The planner flags which of your lines need that step before they start; in the specimen, nine of twenty-four practices across twelve locations need a works council or representative step.
Does it distinguish guidance from law?
Yes. Every line cites the law or official guidance behind it and the date the publisher read it, and guidance is marked as guidance, not law. Where the page names an obligation without stating its requirements, it says so and does not state them.
How Employee Monitoring Law Planner compares with a spreadsheet, an employment lawyer or a general assistant
A spreadsheet lists the monitoring practices, but it does not set out, per location, the notice and its period, the written policy, the works council or employee representative step, the consent for recording, and what is not allowed at all. An employment lawyer or an HR consultant can give a considered view on one practice in one place and carries the professional duty this planner does not; it never decides a practice for you, and every finding is a question for HR, the DPO or counsel. A general AI assistant will describe the privacy rules on monitoring in general terms, but it will not set your own pasted lines against the laws at each location with the date each law or guidance was read. Employee Monitoring Law Planner reads one line per practice and per site, cites the law or official guidance behind each requirement, and drafts the policy, notice and consultation documents, each a draft for review by your employment counsel and not legal advice; it does not monitor anyone and stores no employee personal data.
Primary source: GDPR (Regulation (EU) 2016/679)