Employee Monitoring Law Planner
For whoever has to answer what each office requires before monitoring starts

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 we hold, and names the ones we do 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.

Plan your own listEight lines free, no account.
  1. 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.
  2. 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.
  3. Every line cites the law or official guidance behind it and the date we read it. Guidance is marked as guidance, not law.
  4. It never decides a practice for you. Every finding is a question for HR, the DPO or counsel, with the provision to open.
Specimen, 4 of 24 linesan invented logistics and services group
§ 1.1
Productivity or activity scoring, Cologne
Germany asks: works agreement; criteria agreed; Art. 13 information
1representative step10no assessment13lawful basis
§ 2.3
CCTV (break, change or wash rooms), Sydney
New South Wales asks: not in change rooms, toilets, showers; notice 14 days; visible, signs
5private place
§ 10.1
Call recording, Los Angeles
California asks: every party consents; notice at collection
7recording consent
§ 9.1
CCTV (break, change or wash rooms), Hartford
Connecticut asks: not in rest rooms, locker rooms, lounges; notice of types and locations, posted
2notice5private place

24 monitoring practices across 12 locations, 9 need a works council or representative step before they start, 3 run where no notice is recorded.

Four colleagues in an office talking over a laptop and printed papers at a shared table
Walk into the works council meeting, the DPO review or the tribunal with every practice already set against the notice, policy, consultation and limits of the place it runs, and the date each law was read. It works from the list HR or IT already keeps, in your browser, with no access to any system and no employee named.
01

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.

02

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.

03

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.

One practice per row: Practice | What it watches | Staff group | Site | Country or state, 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. Tabs, pipes, commas or double spaces. First lines such as works council in germany: yes or maximum retention: 90 days set the options below.
Nothing is sent anywhere until you choose to save.
What you tell it (first lines of a paste set these too); nothing else is assumed

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.

The dictionary is ours and published openly: the laws at each location, the US states built and not built, every practice class, the thirteen findings, every source with the date we read it and the list template. It reads the list only; a finding is a question for HR, the DPO or counsel, never a ruling on a practice.