{"id":18635,"date":"2026-03-05T06:58:10","date_gmt":"2026-03-05T05:58:10","guid":{"rendered":"https:\/\/yuga.at\/?p=18635"},"modified":"2026-03-05T07:06:05","modified_gmt":"2026-03-05T06:06:05","slug":"rechte-von-personen-die-durch-eine-straftat-in-bosnien-und-herzegowina-geschadigt-wurden","status":"publish","type":"post","link":"https:\/\/yuga.at\/de\/zastita-licnih-podataka-smiju-li-poslodavci-citati-e-mailove-zaposlenika\/","title":{"rendered":"Datenschutz am Arbeitsplatz: D\u00fcrfen Arbeitgeber E-Mails von Mitarbeitern lesen?"},"content":{"rendered":"

Thema: Datenschutz<\/strong><\/em><\/p>\n\n\n\n

Darf der Arbeitgeber die gesch\u00e4ftlichen E-Mails seiner Mitarbeiter lesen? Hat er das Recht, die elektronische Kommunikation zu kontrollieren, die \u00fcber das offizielle Firmenkonto erfolgt? Und wo endet die legitime Kontrolle und wo beginnt die Verletzung der Privatsph\u00e4re?<\/p>\n\n\n\n

Diese Fragen werden immer aktueller, insbesondere nachdem die L\u00e4nder der Region, einschlie\u00dflich Bosnien und Herzegowina, neue Datenschutzgesetze verabschiedet haben, die mit der EU-Datenschutz-Grundverordnung (DSGVO) harmonisiert sind.<\/p>\n\n\n\n

In Bosnien und Herzegowina wird das neue Datenschutzgesetz seit 2025 angewendet, wodurch das Niveau des rechtlichen Schutzes der Privatsph\u00e4re, einschlie\u00dflich der Privatsph\u00e4re von Arbeitnehmern am Arbeitsplatz, zus\u00e4tzlich gest\u00e4rkt wurde.<\/p>\n\n\n\n

Gelten gesch\u00e4ftliche E-Mails als personenbezogene Daten?<\/h2>\n\n\n\n

Um \u00fcberhaupt \u00fcber die Rechtm\u00e4\u00dfigkeit der \u00dcberwachung sprechen zu k\u00f6nnen, muss zuerst die grundlegende Frage beantwortet werden: Stellt eine gesch\u00e4ftliche E-Mail-Adresse personenbezogene Daten dar?<\/p>\n\n\n\n

Nach dem Datenschutzgesetz sind personenbezogene Daten alle Informationen, die sich auf eine nat\u00fcrliche Person beziehen, deren Identit\u00e4t identifiziert ist oder identifiziert werden kann. Folglich ist es unbestreitbar, dass es sich um personenbezogene Daten handelt, wenn die gesch\u00e4ftliche E-Mail-Adresse den Vor- und Nachnamen des Mitarbeiters enth\u00e4lt (z. B. vorname.nachname@firma.com).<\/p>\n\n\n\n

Dasselbe gilt f\u00fcr Situationen, in denen die Identit\u00e4t des Mitarbeiters aus dem Inhalt der Kommunikation, der E-Mail-Signatur oder anderen Umst\u00e4nden festgestellt werden kann.<\/p>\n\n\n\n

Das Fazit ist klar: Eine gesch\u00e4ftliche E-Mail f\u00e4llt in der Regel unter den Begriff der personenbezogenen Daten und genie\u00dft den gesetzlich vorgeschriebenen Schutz.<\/p>\n\n\n\n

Darf der Arbeitgeber die elektronische Kommunikation \u00fcberwachen?<\/h2>\n\n\n\n

Bei der Beurteilung der Rechtm\u00e4\u00dfigkeit der \u00dcberwachung m\u00fcssen folgende Fragen ber\u00fccksichtigt werden:<\/p>\n\n\n\n

    \n
  • Was ist der Zweck der \u00dcberwachung?<\/li>\n\n\n\n
  • Gibt es eine rechtm\u00e4\u00dfige Rechtsgrundlage?<\/li>\n\n\n\n
  • Kann das Ziel durch mildere Ma\u00dfnahmen erreicht werden?<\/li>\n\n\n\n
  • Welche Auswirkungen hat die \u00dcberwachung auf die Privatsph\u00e4re des Arbeitnehmers?<\/li>\n<\/ul>\n\n\n\n

    Aufgrund der Spezifit\u00e4t jedes Einzelfalls ist es nicht m\u00f6glich, vorab eine universelle Antwort zu geben. Aufsichtsbeh\u00f6rden in ganz Europa haben jedoch eine einheitliche Position bezogen: Eine systematische und dauerhafte \u00dcberwachung der E-Mail-Kommunikation von Mitarbeitern ist nicht zul\u00e4ssig.<\/strong><\/p>\n\n\n\n

    Zudem wird die im Voraus und allgemein erteilte Einwilligung des Arbeitnehmers zu einer solchen \u00dcberwachung nicht als g\u00fcltige Rechtsgrundlage angesehen.<\/strong><\/p>\n\n\n\n

    Wann ist eine \u00dcberwachung dennoch zul\u00e4ssig?<\/h2>\n\n\n\n

    Eine \u00dcberwachung ist ausschlie\u00dflich unter au\u00dfergew\u00f6hnlichen Umst\u00e4nden m\u00f6glich, wenn ein berechtigter Grund vorliegt.<\/p>\n\n\n\n

    Die kroatische Agentur f\u00fcr den Schutz personenbezogener Daten (AZOP) gibt an, dass solche Umst\u00e4nde sein k\u00f6nnen:<\/p>\n\n\n\n

    \u201eSicherheitsvorf\u00e4lle, schwere Verletzungen der Arbeitspflichten, Offenlegung von Gesch\u00e4ftsgeheimnissen an die Konkurrenz, Verdacht auf Mobbing am Arbeitsplatz oder andere Situationen, in denen der Wert des zu sch\u00fctzenden Gutes und der Grad der Gef\u00e4hrdung das Recht des Arbeitnehmers auf Privatsph\u00e4re \u00fcberwiegen.\u201c<\/em><\/p>\n\n\n\n

    Demnach ist es dem Arbeitgeber nicht gestattet, eine kontinuierliche \u00dcberwachung durch interne Akte vorzusehen oder vom Arbeitnehmer eine formelle Einwilligung zu verlangen, um diese anschlie\u00dfend ohne Unterbrechung durchzuf\u00fchren. Die \u00dcberwachung muss notwendig, verh\u00e4ltnism\u00e4\u00dfig, zeitlich begrenzt und transparent sein. Genauer gesagt kann der Arbeitgeber in seinen Statuten die M\u00f6glichkeit einer \u00dcberwachung vorsehen, jedoch unter strenger Festlegung der Bedingungen, unter denen diese eventuell durchgef\u00fchrt wird, sowie des Zeitraums.<\/p>\n\n\n\n

    Die Kontrolle darf also nicht die Regel, sondern muss die strikte Ausnahme sein.<\/p>\n\n\n\n

    Fazit<\/h2>\n\n\n\n

    Arbeitgeber haben kein unbegrenztes \u00dcberwachungsrecht \u00fcber die Kommunikation der Arbeitnehmer, selbst wenn diese \u00fcber offizielle Konten und Ger\u00e4te des Unternehmens erfolgt.<\/p>\n\n\n\n

    Jede \u00dcberwachung muss einen klaren Zweck, eine Rechtsgrundlage und einen minimalen Umfang haben, da sie andernfalls eine schwerwiegende Verletzung des Rechts auf Privatsph\u00e4re darstellt und zu hohen Geldstrafen sowie Rechtsstreitigkeiten f\u00fchren kann.<\/p>\n\n\n\n

    \n

    Tarik Veli\u0107<\/em>, Rechtsanwalt aus Sarajevo<\/em><\/p>\n<\/blockquote>","protected":false},"excerpt":{"rendered":"

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