Using BELF for Employee Monitoring

1. Before enabling

The organisation determines the purposes and settings of monitoring and is responsible for compliance with applicable labour and data protection law. A BELF licence by itself does not grant the right to monitor employees.

• Define the purposes, legal basis, categories of employees, and necessary data.
• Select only the necessary functions, access roles, and retention periods.
• Approve internal rules and clearly notify employees in advance.

2. Notice

• Who processes the data, the purposes, and the legal basis.
• Which actions, applications, devices, or screenshots are recorded.
• When monitoring takes place, who has access, and where and for how long data is stored.
• How to exercise rights or lodge a complaint.

3. After launch

• Do not enable functions just in case and do not use data for undisclosed purposes.
• Regularly review settings, access, and retention periods.
• Do not monitor personal devices without a separate lawful basis.

4. Administrator confirmation

Confirmation means that the administrator acts on behalf of the organisation and has reviewed the terms. It does not replace notice, consent where required, or another lawful basis.