Along with legitimacy, what is another condition that must be met when carrying out employee monitoring?

The necessity of limiting monitoring to what is strictly required for specific purposes is a crucial aspect of ensuring that employee monitoring is compliant with data protection regulations. This principle is rooted in the concept of data minimization, which is a key tenet of privacy laws such as the General Data Protection Regulation (GDPR). Data minimization dictates that when organizations collect and process personal data, they should only do so to the extent necessary to achieve legitimate objectives.

By ensuring that employee monitoring is limited to what is necessary, organizations can avoid intrusive practices that may infringe on employees' privacy rights. This is important not only for legal compliance but also for maintaining trust between employees and employers. Monitoring practices that exceed what is needed for legitimate business purposes can lead to significant harm, including employee resentment and the potential for legal challenges.

The other conditions mentioned, such as monitoring in the public interest, under an employment contract, or adhering to time constraints, do not directly capture the essence of limiting monitoring to necessary practices. While those factors might be relevant in different contexts, focusing on necessity aligns closely with the overarching principles of data protection and privacy rights.