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With IKEA accused of spying on employees, Laceys look into how to monitor staff lawfully.

24th March 2021 by Robin Watson

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On 22 March, it was being widely reported that the French subsidiary of IKEA was being prosecuted in France. The offences centred around the company allegedly engaging private detectives and police officers to provide confidential information on employees and job applicants.

The reports sit more comfortably with a Hollywood script than the HR practices of such as well-known and trusted global brand. It seems that the company really did decide to engage some DIY tactics. It is far from a joke however and is brand-damaging.

‘I’m watching you…’

It does raise the question (one that comes up often in the HR world) about what a UK employer could and should know about their staff. Most would agree that any employer should have some ability to know about serious criminal activity for example.

‘I have often been asked about privacy issues by employers’ said Robin Watson, Head of Employment at Laceys Solicitors. ‘The issues range from covert cameras to the political beliefs of employees’ explained Robin.

When recruiting, it can be tempting to find out more about applicants’ personal lives.

‘Unfortunately, the use and reliability of previous employment references does not help an employer really know who they are employing’. That is why employers will sometimes turn to their own web-based research or seek professional or unfortunately, underhand help’ said Robin.

What do you want to know and why?

‘The first thing that I ask my employer clients when they raise the issue of employee privacy, is “what” they want to know and secondly, “why?” said Robin. ‘By gaining an understanding of the “what” and “why” helps my client to approach privacy from the right way’ advised Robin.

For example, some employers have taken to researching an employee’s or job applicant’s background, social and personal life or health. These days this can be done simply by using social media and web based search engines.

Often employers can also be tempted to pick up the phone and start to ask questions or gather information from a job applicant’s previous employers. These steps are rarely covert and traces of activity can remain and be exposed later.

This has to be contrasted with genuine pre-employment vetting, which, if carried out lawfully, is permitted and in some industries, obligatory.

The Risks

Secret searches or investigations create a risk of a claim and careful thought needs to be given to what and how research on individuals is completed, if at all. Unconscious bias, discrimination and impaired inclusion and diversity all have a role in such activity and consequently create a risk.

It can be possible to lawfully monitor employees whilst at work to some extent, but a careful approach must be taken and with legal advice. Software exists that can monitor websites visited, phone calls made and internet searches at work for example. These tools must be used with the right approach and legal foundation.

‘The important thing is to have a proper understanding of the legal basis that must underpin the monitoring in the first place’ said Robin. ‘Consent, notice, GDPR and human rights all play a part and having a policy is best-practice’ cautioned Robin.

Issues relevant to employee monitoring


  • There remains some uncertainty in the UK around what an employer is able to do by monitoring employee’s activity and involves court interpretation
  • This makes it difficult to be easily reassured and much depends on the type and extent of any monitoring
  • Don’t guess – get specialist employment law advice

 Data Protection/GDPR

  • Be familiar with the Information Commissioner’s guidance called the ‘Employment Practices Code’, which although is not up-to-date with the GDPRs, remains very useful
  • Employers should undertake data protection impact assessments prior to any monitoring and comply with their own policies

Human Rights

  • It is not quite as simple to say that everyone as a right to a private life whilst at work
  • It can be possible to monitor employees, but the need must be clear and the extent reasonable

Written Policies

  • It is best-practice to formally adopt a policy on the extent that any monitoring that takes place in the workplace (which could be at home or a vehicle too)
  • Review existing policies regularly with an employment law specialist and obtain advice on implementing one if none exists
  • One policy will not be enough – policies covering emails; internet use; phone calls; using own-devices; IT equipment; working from home and remotely must be considered


  • It is unlikely that carrying out secret social media searches on job applicants will be lawful
  • The risk of doing so can cause unconscious bias; discrimination and likely to be challenged
  • If vetting is necessary, take legal advice on how it can be done lawfully

Get Help

‘This is a very complicated area of employment law and in inexperienced hands, it can be disastrous, as the IKEA report shows. The best advice is to speak to an employment law specialist if you currently monitor or research any of your employees or job applicants (so that your practices can be reviewed), or want to start to do so’ advised Robin.

Reports on the IKEA case can be read here:

If you would like any further information or advice on this subject please contact Robin Watson in confidence on 01202 755204 or email

Robin Watson

Partner — Employment and Immigration

Direct dial: 01202 755202


“Robin provided excellent and honest support during an incredibly difficult time. Robin's advice and knowledge were exceptional as was the compassion shown towards me throughout this process.”

Christine Stafford

Robin studied law at the University of Southampton before achieving Distinction in a postgraduate law diploma at Bournemouth University in 2011 and being awarded the Dorset Magistrates’ Association Excellence in Advocacy Award.

Robin qualified as a solicitor with Laceys in 2011, and is now one of Laceys partners, specialising in employment law advising employers, HR Directors and managers on all aspects of complex employment law and day-to-day HR issues.

In addition, Robin completed a demanding course and examination process and qualified as a Solicitor-Advocate early on in his career. This entitles Robin to appear in all civil courts and enhances the service he can provide to clients.

Robin is able to bring his previous experience in management outside of the law and also, understands the real demands and issues involved in HR. Robin takes responsibility for the HR of Laceys which includes circa. 100 employees and so has experienced what it is really like to deal with frontline HR issues and his clients genuinely benefit from that. It enables Robin to give practical and clear advice based on real experience, as well as utilising his legal knowledge and experience.

Robin has advised and represented a national hotel and restaurant group concerning multiple redundancies and general ongoing employment law/HR support and also recently advised and represented a financial services organisation in a High Court contractual dispute.

Robin has previously advised a local charity regarding potential pay claims and represented a senior charity executive.

As part of his service Robin likes to provide training to his clients and their HR teams.

Away from work Robin enjoys cycling, cooking and eating. Lately, Robin has (again) started sketching and is trying to convince himself that he has a talent!

To find out more about Robin becoming Partner and why he chose to specialise in Employment law click here;

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