Der EGMR hat mit Urteil vom 2.1.2016 den Zugriff eines Arbeitgebers auf das für beruflichen Zwecke bestimmte Yahoo-Messenger-Konto seines Mitarbeiters im konkreten Fall als mit EMRK 8 vereinbar erklärt:
54. Therefore, the Court has to examine whether the State, in the context of its positive obligations under Article 8, struck a fair balance between the applicant’s right to respect for his private life and correspondence and his employer’s interests.
57. […] the Court notes that both the County Court and the Court of Appeal attached particular importance to the fact that the employer had accessed the applicant’s Yahoo Messenger account in the belief that it had contained professional messages, since the latter had initially claimed that he had used it in order to advise clients (see paragraphs 10 and 12 above). It follows that the employer acted within its disciplinary powers since, as the domestic courts found, it had accessed the Yahoo Messenger account on the assumption that the information in question had been related to professional activities and that such access had therefore been legitimate. The Court sees no reason to question these findings.
59. […] the Court finds that it is not unreasonable for an employer to want to verify that the employees are completing their professional tasks during working hours.
60. In addition, the Court notes that it appears that the communications on his Yahoo Messenger account were examined, but not the other data and documents that were stored on his computer. It therefore finds that the employer’s monitoring was limited in scope and proportionate […].
61. Furthermore, the Court finds that the applicant has not convincingly explained why he had used the Yahoo messenger account for personal purposes (see paragraph 30 above).
62. Having regard to the foregoing, the Court concludes in the present case that there is nothing to indicate that the domestic authorities failed to strike a fair balance, within their margin of appreciation, between the applicant’s right to respect for his private life under Article 8 and his employer’s interests.