{"id":41,"date":"2026-07-13T19:33:53","date_gmt":"2026-07-13T17:33:53","guid":{"rendered":"https:\/\/rgpd-avocat-mizrahi.com\/blog\/?p=41"},"modified":"2026-07-13T20:35:51","modified_gmt":"2026-07-13T18:35:51","slug":"donnees-de-vos-salaries-ce-que-votre-entreprise-a-le-droit-de-faire-et-ce-quelle-ne-peut-pas-faire","status":"publish","type":"post","link":"https:\/\/rgpd-avocat-mizrahi.com\/blog\/donnees-de-vos-salaries-ce-que-votre-entreprise-a-le-droit-de-faire-et-ce-quelle-ne-peut-pas-faire\/","title":{"rendered":"Donn\u00e9es de vos salari\u00e9s : ce que votre entreprise a le droit de faire \u2014 et ce qu’elle ne peut pas faire"},"content":{"rendered":"

En tant qu’employeur, vous traitez chaque jour des donn\u00e9es personnelles de vos salari\u00e9s : fiches de paie, donn\u00e9es de sant\u00e9, \u00e9valuations, g\u00e9olocalisation, acc\u00e8s aux outils num\u00e9riques, messageries professionnelles… La relation de travail g\u00e9n\u00e8re une quantit\u00e9 consid\u00e9rable de donn\u00e9es \u2014 et un cadre juridique tr\u00e8s sp\u00e9cifique les entoure.<\/p>\n

Ce cadre est souvent mal connu des employeurs. Et les erreurs, m\u00eame involontaires, peuvent donner lieu \u00e0 des contentieux \u2014 prud’homaux ou devant la CNIL.
\nLa tension particuli\u00e8re de la relation employeur-salari\u00e9<\/p>\n

Dans la relation de travail, le salari\u00e9 est dans une position de d\u00e9pendance vis-\u00e0-vis de son employeur. Le RGPD en tient compte : il encadre tr\u00e8s strictement ce qu’un employeur peut faire avec les donn\u00e9es de ses salari\u00e9s, pr\u00e9cis\u00e9ment parce que le consentement du salari\u00e9 ne peut pas \u00eatre consid\u00e9r\u00e9 comme \u00ab\u00a0libre\u00a0\u00bb dans la plupart des situations professionnelles.<\/p>\n

Cela signifie que l’employeur ne peut pas simplement demander \u00e0 ses salari\u00e9s de \u00ab\u00a0signer un formulaire de consentement\u00a0\u00bb pour justifier tous ses traitements de donn\u00e9es. La base l\u00e9gale doit souvent \u00eatre trouv\u00e9e ailleurs.
\nCe que beaucoup d’employeurs font sans y penser<\/p>\n

Surveiller les e-mails professionnels des salari\u00e9s. Installer des logiciels de monitoring \u00e0 distance. Collecter des donn\u00e9es de sant\u00e9 au-del\u00e0 de ce qui est strictement n\u00e9cessaire. Conserver des dossiers de candidature sans dur\u00e9e de conservation d\u00e9finie. Transmettre des donn\u00e9es de paie \u00e0 des prestataires sans contrat appropri\u00e9.<\/p>\n

Ces pratiques ne sont pas toutes illicites \u2014 mais elles ne sont pas toutes licites non plus. Et la fronti\u00e8re est souvent difficile \u00e0 tracer sans un regard juridique pr\u00e9cis.
\nCe qu’un salari\u00e9 peut faire si ses droits ne sont pas respect\u00e9s<\/p>\n

Un salari\u00e9 peut exercer ses droits RGPD \u2014 acc\u00e8s, rectification, effacement \u2014 aupr\u00e8s de son employeur. Il peut aussi porter plainte aupr\u00e8s de la CNIL. Ces plaintes sont trait\u00e9es, et elles peuvent d\u00e9clencher un contr\u00f4le qui va bien au-del\u00e0 de la situation individuelle du salari\u00e9 plaignant.
\n\u26a0\ufe0f Le t\u00e9l\u00e9travail a tout compliqu\u00e9
\nLa g\u00e9n\u00e9ralisation du t\u00e9l\u00e9travail a multipli\u00e9 les traitements de donn\u00e9es RH \u2014 outils de connexion \u00e0 distance, suivi de l’activit\u00e9, r\u00e9unions en visioconf\u00e9rence enregistr\u00e9es… Autant de nouveaux points de vigilance que beaucoup d’entreprises n’ont pas encore r\u00e9gl\u00e9s.
\nVos pratiques RH sont-elles conformes au RGPD ?<\/p>\n

Me Mizrahi accompagne les employeurs pour s\u00e9curiser leurs traitements de donn\u00e9es RH et \u00e9viter les contentieux \u2014 prud’homaux comme administratifs.<\/p>\n","protected":false},"excerpt":{"rendered":"

En tant qu’employeur, vous traitez chaque jour des donn\u00e9es personnelles de vos salari\u00e9s : fiches de paie, donn\u00e9es de sant\u00e9, […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1,63,6],"tags":[18,11,71,25],"class_list":["post-41","post","type-post","status-publish","format-standard","hentry","category-actualites-juridiques","category-conformite-rgpd","category-donnees-salaries","tag-donnees-personnelles","tag-rgpd","tag-rh","tag-salaries"],"yoast_head":"\nDonn\u00e9es de vos salari\u00e9s : ce que votre entreprise a le droit de faire \u2014 et ce qu'elle ne peut pas faire - 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