Monitoring does not need to be visual only

Monitoring and reviewing rules for employee emails, website visits etc. should be laid down in a collective bargaining agreement, in work rules or by a general notice.
Visual monitoring is not the only monitoring allowed to be conducted by employers. The Labour Code permits also other forms, the most popular being email monitoring, web traffic monitoring and location monitoring. However, the employer’s right to have any such monitoring in place entails certain restrictions and compliance obligations.

For the full text of the article by attorney-at-law Małgorzata Sydor, see Rzeczpospolita on-line, Dobra Firma weekly, or here.