SkieIs employee location tracking legal?
It depends on the country and the circumstances, but the usual expectations are consent or clear notice, a reasonable purpose, tracking limited to company devices and work time, and restricted access to the data. Skie provides the controls and the company provides notices. This is general information, not legal advice.
There is no single answer, because the law differs between countries and sometimes between states. Rules on privacy, labour and data protection can all apply. Skie does not make a company compliant with any of them, and we do not claim it does.
Common themes keep appearing. People should be told in writing what is tracked, when and why. The purpose should be genuine, such as safety, dispatch, asset protection or lone worker welfare, and not curiosity. Tracking should apply to company-owned devices and ideally to working hours. Access should be limited to those who need it, and the data should not be kept longer than the purpose requires.
Skie gives you tools for those practical points. Location is on managed devices only. Page access can be switched per role, so only named roles see location. Geofences let you watch sites instead of people all day. You can write the purpose into your policy and keep the roles tight. Honest limits: configurable retention and self-service data deletion are not available yet, and duty-based on and off is not either, so write your own retention practice into your policy.
Skie does not read messages or record audio or video, and there is no hidden mode. The phone shows that it is managed.
Before roll-out, take advice from a local lawyer, draft a one-page notice and consent form, and brief the team. In a union or works council environment, talk to them first.