Employee Monitoring Laws: There is no doubt that modern workplaces thrive on technology. It has transformed our work from company laptops to cloud storage. However, the question remains: how much can employers monitor their employees’ activities, and to what extent? Employee monitoring can be a valuable tool for boosting productivity and safeguarding company data. However, it is crucial to navigate the legal areas to avoid infringing on employee privacy rights.

People often think the law industry doesn't like new technology. But, legal tech (technology made for law) has started to change this view in recent years. B2B tech products appeared to change lawyers' perceptions about productivity, streamlined processes, and client outcomes. How exactly is technology helping lawyers improve their work? Let's figure it out.

March 7th 2024 is the deadline for large messaging providers (so called ‘gatekeepers’) to comply with the EU’s Digital Markets Act regulation, which requires them to offer interoperability to third party messaging services. This lets users use their preferred messaging service, rather than being obligated to use the same service that their contacts happen to be on.

For any business operating in India, understanding the State’s laws is very important. The complexity of the legal framework requires a very prudent approach to compliance in this blog you will be focusing on employment laws in India we will be putting light on ki expect and understand the relevance of DeskTrack (a top employee time tracker that helps in ensuring compliance while optimizing workforce productivity). Get Free Demo.

The conflict between privacy rights and state access to information has become a focal point of legal and ethical arguments in an era when data is important. The Clarifying Lawful Overseas Use of Data, or CLOUD Act, a law with far-reaching repercussions for persons and organizations, is a crucial factor in this ongoing debate. This law changes the game for how data is handled across borders, impacting our privacy and cybersecurity.

OZG (Onlinezugangsgesetz) is the latest example of a European-based law that aims to improve the quality of public services for citizens. The German Online Access Act is yet to be fully implemented, but the implications are far-reaching. European countries often set the trends and standards with their legislation: will there be a spillover effect, and will other countries follow the German lead? This remains to be seen in the following years.

Today marks the first day of the Report Stage of the Online Safety Bill. As this Bill progresses through the Houses of Parliament, we hope to (once again) raise the alarm around the risks to encryption posed by this Bill. As ever, our concern is around chapter 5 of the Bill, particularly clause 111 (formerly clause 110, before changes in the House of Lords). This is a key section as it defines the approach to notices to deal with terrorism and CSEA content.

Navigate the complex landscape of employee monitoring legality with our comprehensive guide. Understand privacy concerns, explore tools for managing remote employees, and discover responsible monitoring practices.

As a UK-headquartered company, we’re perhaps the most concerned of all the companies signing the open letter that urges the UK government to radically rethink the Online Safety Bill. As currently drafted the Bill forces messaging services to break their end-to-end encryption by implementing third party scanning of decrypted content, completely undermining the security that end-to-end encryption offers.

We all want to be able to address abuse on the internet. In the UK, the government is trying to achieve this through the Online Safety Bill (OSB). Developing such a bill is difficult as technology evolves far faster than legislation. But even allowing for that challenge, and that the OSB has some genuinely good intentions, the proposed legislation is still remarkably poor.