従業員モニタリングはどこまで許されるか：導入前に決める三つのこと

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「リモートの生産性が見えないから監視を入れたい」——この相談は今も多いのですが、実際に導入すると分かるのは、監視では生産性は上がらないということです。上がるのは記録の量で、成果ではありません。

導入前に決めるべきは三つです。

  1. 目的を一つに絞る：勤怠の確認、情報漏えいの防止、業務改善。一つに決められないなら、まだ準備ができていません。
  2. 範囲を文章にする：どの端末、どの部署、どの時間帯、どこまでの詳細。
  3. 保存期間を決める：いつまで残し、何が消すのか。答えられないなら、データは残り続けます。

記録する項目も同じ問いで決まります。「その目的は、このデータなしで達成できないか」。より侵襲の小さい方法があるなら、そちらを選びます。

現場が反発しにくい導入順序は、勤怠だけを有効にすることから始め、閲覧できる人を先に決め、本人確認画面を先に開き、説明できる範囲だけ足し、半年後に見直して不要なものを止める、という順です。

日本の個人情報保護法と事前告知の実務を含む詳しい版はこちら：従業員モニタリングの実務ガイド。告知文のテンプレートはこちら。

本稿は一般的な情報提供であり、法的助言ではありません。

iMonitor EAM は、社内サーバーで動く常駐型の監視ソフトです。記録は外部クラウドに送られず、機能ごとに個別にオン・オフできます。

iMonitor EAM（日本語）

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