The employer can restrict the use of Internet and social media during working hours by a guideline/code of conduct that states the rules concerning such usage. The employer must inform the employees about the email and Internet policy within the company.
The employer can restrict the use of Internet and social media during working hours by a guideline/code of conduct that states the rules about this usage. The employer must inform the employees about the email and Internet-policy within the company. The employer is allowed to check whether these rules are being followed, but the surveillance of private use of Internet during work cannot conflict with the employee’s fundamental right of privacy.
If the employer checks this by using investigation equipment, the employees must be informed beforehand about this. If the employer notices a violation, the employee must be informed about this as well. Especially with the EU Regulation on privacy, employers must decide in each situation what level of privacy is required.
Based on the Dutch Civil Code, good employment practices and Dutch case law, the employee is not allowed to disclose confidential information about the company, to insult the employer and to denounce the employer. In Dutch employment law, a severe insult of the employer or his/her family members, as well as divulging confidential information about the company may result in an urgent reason for dismissal.
