Every 10 minutes, a screenshot, the camera on all the time, is that even legal?

A woman from India has rejected a job offer that would have required her to be constantly monitored via webcam and screen captures every ten minutes during remote work. The incident sparked a debate over employee privacy and the extent of employer oversight in flexible working arrangements. The candidate, known as Gurleen, shared her experience on social media after a recent job interview. She described the conditions as unacceptable. During the discussion, she was presented with the requirement that she must remain visible on a web camera throughout her work hours, while her computer screen would be captured every ten minutes. Although she acknowledged that companies need ways to measure productivity in remote settings, she found the level of surveillance intrusive and unreasonable. Gurleen expressed frustration over what she called a culture of micromanagement. “Such limited culture and micromanagement will never allow me to grow,” she wrote. “This kind of monitoring is even stricter than an office setting. I don’t know if they would agree to such a job, but for me, it’s definitely not.” The issue raised questions about the legality of such practices in Slovenia, where remote work remains less common compared to other European countries. According to data from the Statistical Office of the Republic of Slovenia, published in October 2025, remote work among individuals aged 15 to 65 years is lower than the European average by two percentage points. In Slovenia, approximately 6.9% of the workforce engages in remote work, whereas the EU average stands at 8.9%. Remote work today offers many employees flexibility, comfort, and reduced stress compared to traditional office environments. However, the question arises: Would workers accept remote employment if their every movement were continuously tracked? The controversy gained attention after Gurleen posted her experience online. Her story ignited discussions about the boundaries between workplace management and constant surveillance. Many questioned whether such measures crossed into unethical territory, particularly when they undermined personal autonomy and privacy. To address these concerns, inquiries were made to the Information Commissioner, who provides guidance on data protection laws. Dr. Jelena Virant Burnik, the Information Commissioner, explained that the collection and processing of personal data, such as video monitoring and screen capturing, must always have a lawful basis under the General Data Protection Regulation (GDPR). Specifically, Article 6 of the GDPR requires that personal data be processed lawfully, fairly, and transparently. Within the context of employment relationships, Articles 46 and 48 of the Labour Relations Act (ZDR-1) state that employers may collect and process employee data only if it is necessary for fulfilling obligations under the employment relationship or if mandated by law. Employers must respect the dignity and protect the privacy of their employees. The European Court of Human Rights has emphasized that employees have a justified expectation of privacy at work. This includes defining rules regarding what, when, and to what extent monitoring can occur, and informing employees of these rules in advance. Regarding the specific question of whether an employer may require an employee to keep a webcam active at all times, the Information Commissioner clarified that video monitoring within the workplace is permitted only in exceptional cases. Such monitoring is allowed only when it is necessary to protect human life, property, or confidential business information, and when less invasive means cannot achieve the intended purpose. In response to the case, the Information Commissioner stressed that while employers may implement certain monitoring tools, these should not infringe upon the fundamental rights of employees. The balance between productivity and privacy remains a key challenge in modern remote work environments.