GPS og medarbejderovervågning, land for land
GPS og medarbejderovervågning i Nederlandene
hvad der skal til for at være lovlig
Opdateret den 3. august 2026
Kompetent myndighed
Autoriteit Persoonsgegevens (AP)Bekræftet den 15. juni 2026
Hvad du risikerer
EUR 725,000 (reduced to EUR 50,000 on objection)beslægtet sag, ikke GPS
Opdateret den 3. august 2026
Hvad du har brug for
5For hver forpligtelse fortæller vi dig, om den gælder i dette land: Ja betyder påkrævet, Det afhænger betyder kun i visse tilfælde, Nej betyder ikke påkrævet.
Hvad du har brug for
For hver forpligtelse fortæller vi dig, om den gælder i dette land: Ja betyder påkrævet, Det afhænger betyder kun i visse tilfælde, Nej betyder ikke påkrævet.
Works council (OR) consent before installing the system (WOR art. 27)
Det afhængerkun i visse tilfældeWhere a works council (ondernemingsraad, OR) exists, the employer needs its prior consent (instemmingsrecht) before introducing a system that processes staff data or monitors attendance, behaviour or performance (WOR art. 27, points k and l). If the OR does not consent, the employer cannot proceed. This applies where an OR exists: it is mandatory from 50 employees upwards.
Wet op de ondernemingsraden (WOR), art. 27 (diritto di consenso del consiglio aziendale)
Authorisation from a labour authority before installing
Nejikke påkrævetThe Netherlands does not require prior authorisation from a labour authority. The gatekeepers are OR consent and the GDPR. The data protection authority (AP) must be consulted beforehand only in the case of art. 36 GDPR, that is, if the DPIA reveals a high risk that cannot be mitigated.
Prior information of workers (art. 13 GDPR)
JapåkrævetWorkers must be informed in advance and fully about what is monitored and why.
Autoriteit Persoonsgegevens, condizioni per il controllo dei dipendenti
Valid legal basis (legitimate interest with balancing; employee consent is usually not valid) and ban on continuous tracking
JapåkrævetFor the AP, monitoring must be necessary and proportionate; the basis is usually legitimate interest with a balancing test, not the employee's consent (because of the imbalance of power). GPS on company vehicles is allowed for work trips, but not to systematically track private or off-duty movements.
Autoriteit Persoonsgegevens, condizioni per il controllo dei dipendenti
Impact assessment (DPIA) for employee monitoring and location data
JapåkrævetThe AP's DPIA list expressly cites GPS systems in employees' vehicles and the systematic monitoring of workers' activities, as well as the large-scale processing of location data: in these cases the DPIA is mandatory.
Autoriteit Persoonsgegevens, lista dei trattamenti che richiedono una DPIA
Fremgangsmåden, trin for trin
If an OR exists, obtain its consent (instemmingsrecht) before activating the system (WOR art. 27).
Identify a valid legal basis under the GDPR: usually legitimate interest with a balancing test, not the employee's consent.
Carry out the impact assessment (DPIA): for GPS on employees' vehicles and for large-scale location data it is required.
Inform workers in advance and fully (art. 13 GDPR).
Configure the system with data minimisation: work trips only, no continuous tracking or tracking of private movements.
If the DPIA reveals a high risk that cannot be mitigated, consult the AP beforehand (art. 36 GDPR).
If you switch systems: when you change your monitoring system or software, update and re-issue the privacy notice, and check whether the national agreement or authorisation for remote monitoring needs renewing. The provider (data processor), the data collected and the methods often change: the one provided earlier is not enough.
Hvem du skal kontakte
Autoriteit Persoonsgegevens (AP)
https://www.autoriteitpersoonsgegevens.nl/
The Netherlands has a single national authority, the AP; there is no regional breakdown.
Bekræftet den 15. juni 2026
Skabelonen, du kan hente
Hent den gratis GDPR-skabelon til GPS-privatlivspolitik for Nederlandene
Skabelon til privatlivspolitik for geolokalisering af medarbejdere, i overensstemmelse med GDPR art. 13, med landets retsgrundlag og tilsynsmyndighed. Udfyld de tomme felter, og få den tjekket af din rådgiver.
Vil du også have de næste praktiske guides om GPS og styring af feltteams? Efterlad din e-mail (valgfrit).
Ingen spam, afmeld med ét klik.
Fine from the Autoriteit Persoonsgegevens against a company for processing employees' fingerprints for attendance recording: biometric data (art. 9 GDPR) processed without a valid basis, because the employees' consent is not regarded as freely given owing to the imbalance of power. It is not a GPS case but it is the Dutch landmark case on employee attendance monitoring. The initial EUR 725,000 fine was reduced to EUR 50,000 in November 2020, on objection, because of the company's limited financial capacity during the coronavirus crisis.
Citér denne side
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GPS og medarbejderovervågning i Nederlandene: hvad der skal til for at være lovlig - GeoTapp. https://geotapp.com/da/ressourcer/gps-medarbejdere-eu/nederlandene/Kilde: <a href="https://geotapp.com/da/ressourcer/gps-medarbejdere-eu/nederlandene/?utm_source=citazione&utm_medium=referral&utm_campaign=risorse">GPS og medarbejderovervågning i Nederlandene: hvad der skal til for at være lovlig - GeoTapp</a>© 2026 GeoTapp. Data indsamlet og verificeret af GeoTapp. For fuld genudgivelse af datasættet eller kommerciel brug kontakt os.
Kilder
- Wet op de ondernemingsraden (WOR), art. 27 (diritto di consenso del consiglio aziendale)
- Autoriteit Persoonsgegevens, lista dei trattamenti che richiedono una DPIA
- Autoriteit Persoonsgegevens, condizioni per il controllo dei dipendenti
- Autoriteit Persoonsgegevens, sanzione per il trattamento delle impronte dei dipendenti
- Eurofound, monitoraggio dei lavoratori nei Paesi Bassi
- Regolamento UE 2016/679 (GDPR)
Dette er en informativ ressource, ikke juridisk rådgivning. Inden du tager et overvågningssystem i brug, så få en fagperson til at gennemgå din situation.
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