The new EU Corporate Sustainability Reporting Directive (CSRD) has rapidly become a focal point at management meetings throughout Europe. This is unsurprising, as the CSRD is a comprehensive directive mandating companies across various industries to report their sustainability impacts in unprecedented detail and transparency. It encompasses requirements on everything from environmental targets to social factors and compliance – obligations that companies cannot afford to overlook.

Say you track the computer activities that your employees know about. You have a member from Florida for whom the digital workplace policies don't matter much. Now, you are hiring a remote worker from Delaware for your team. You want to monitor your newbie. You may be unaware that employers in Delaware need the employees' consent before monitoring. Pretty confusing, right? You hire both employees from the U.S., but employee privacy rights vary from state to state.

‍ The EU NIS Directive (NIS2) and GDPR are critical frameworks designed to protect an organization’s infrastructure and secure personal communication and data. While the former focuses on network and information system security, GDPR mainly concentrates on personal data protection.

128 In a world where technology is embedded in most aspects of our work, it is more important than ever to know the legalities of monitoring activities. Whether you are an employer who wants to establish or adjust the monitoring policy, or an employee who wants to know more about rights and privacy, it is not easy to find your way through this area. In this blog, we discuss the most common questions about employee monitoring laws and give you clear answers so that you can make the right decision.

What do TikTok, Amazon, Meta and Google have in common with H&M, British Airways and Marriott International? Don’t worry. This isn’t a brain teaser. The answer is that all these household brands are paying hefty fines for GDPR compliance violations after mishandling personal data. In Meta’s case, we tallied nearly $2.5 billion (€2.277 billion) in fines since early 2022, including one record-breaking $1.3 (€1.2) billion infringement.

185 The first thing that strikes someone’s mind when listening to the implementation of employee monitoring software is “Is this legal? What about employee privacy? Well to answer that you need to know the laws first. All employee monitoring software needs to follow employee monitoring laws to track your computers. If some tools don’t comply with the laws, the companies using them can face serious consequences, including fines and other punishments from the government.

Behind every successful and profitable company is a clear understanding of how and where their time is being spent. It’s safe to say time is the heartbeat of what you do, and what we do at Teamwork.com. In 2019, the European Union (EU) introduced a directive requiring all employers within EU member states to implement time tracking systems for their employees. While full implementation of the directive is up to individual member states, we can definitely get on board with mandated time tracking!

In today’s fast-paced world, achieving a healthy work-life balance is more important than ever. When work consistently encroaches on personal time, it can take its toll on employees’ physical and mental health–not to mention its impact on business performance. A big part of achieving this balance is making sure people have enough time for leisure without having to work long hours.

Since it was first proposed, the EU’s Regulation to prevent and combat child sexual abuse (aka Chat Control) has gained the attention of security experts, academics, civil society, and the private sector for all the wrong reasons. Early versions of the Commission's proposal included requirements for media scanning and effectively entail the mass surveillance of Europeans.

The EU parliament has approved its AI act, the world’s first recognized set of rules designed to regulate this technology. Under the act, AI solutions will be divided into risk categories, including an ‘unacceptable’ tier that will see models that pose systemic risk banned. The bill will come into force 12 months after it is made law and is subject to formal approval from ministers of EU member states.