La surveillance de mails d’un salarié par un employeur contrevient-elle au droit au respect à la vie privée et des correspondances prévu par l’article 8 de de la Convention européenne de sauvegarde des droits de l’homme ? La CEDH a, dans un arrêt du 12 janvier 2016 Barbulescu v. Romania, Aff. 61496/08, apporté des précisions sur les circonstances dans lesquelles ces droits doivent être garantis par les Etats.
L’article 8 de la Convention européenne des droits de l’homme relatif au droit au respect à la vie privée et familiale dispose que : « 1. Toute personne a droit au respect de sa vie privée et familiale, de son domicile et de sa correspondance ». Ce texte a été invoqué par un salarié roumain afin de contester un licenciement fondé sur l’utilisation d’un compte mail professionnel pour, en contravention avec le règlement intérieur de l’entreprise, communiquer avec son frère et sa fiancée pendant son temps de travail.
Ses demandes ont été rejetées par les juridictions roumaines. Celles-ci ont considéré que l’accès à la messagerie était conforme au droit du travail et au droit pénal roumain ainsi qu’à la constitution roumaine et même à l’article 8 de la Convention européenne des droits de l’homme. En dernier recours, le salarié a saisi la CEDH pour faire condamner l’Etat roumain au motif qu’il ne lui avait pas assuré le respect des droits énoncés à l’article 8.
Dans sa décision, la Cour s’interroge en premier lieu sur la notion de vie privée. Elle rappelle que la vie privée est un concept étendu qui comprend l’établissement de relations entre personnes privées. Les conversations téléphoniques entre personnes privées et entreprises relèvent ainsi, selon la Cour, a priori de la vie privée et du secret des correspondances. Elle ajoute qu’elle a déjà admis que les e-mails envoyés du lieu de travail devaient relever de l’article 8 § 1, de même que l’information captée à partir d’un usage personnel d’internet ( Copland v. the United Kingdom (no. 62617/00, ECHR 2007‑I,§41).
Pour la Cour, lorsque l’employé n’est pas informé d’une surveillance, il peut raisonnablement considérer qu’il bénéficie de la protection de la vie privée au travail. En conséquence, faute d’accord contraire explicite entre l’employeur et l’employé, la vie privée prévaut. Il en va tout autrement dès lors que l’employé a été informé du fait que l’employeur peut consulter les documents privés du salarié sur le lieu du travail.
La Cour considère d’abord que la question posée relève bien de l’article 8§1 notamment parce que l’employeur avait eu accès au contenu des mails et que ce contenu avait été produit devant les juridictions roumaines par celui-ci. En conséquence, elle admet la recevabilité du recours.
Sur la question de la violation de la vie privée, la Cour réaffirme en premier lieu l’idée que les Etats doivent prendre des mesures positives en vue d’assurer la vie privée des individus. En conséquence, toute personne peut revendiquer, dans ses rapports avec autrui, la mise en œuvre d’un tel droit auprès de l’Etat. Mais les Etats disposent d’une certaine marge d’appréciation souveraine dans leur arbitrage des différents intérêts en jeu.
Dans la présente affaire, la Cour s’est interrogée sur le point de savoir si l’Etat avait bien rempli ses obligations positives dès lors que la plainte concernait un employeur privé et plus précisément si les juridictions avaient retenu un équilibre équitable entre les droits du salarié au respect de la vie privée et des correspondances d’une part, et les intérêts de l’employeur, d’autre part.
La Cour constate que les arguments ont été développés par le salarié devant les juridictions nationales et qu’il y a été répondu. Elle relève que les juridictions roumaines ont estimé que l’utilisation à des fins privées de la messagerie pendant le temps de travail constituait une faute contractuelle. Elle prête attention au fait que le contenu des messages n’a pas fondé la décision des juges et que l’employeur n’avait consulté la messagerie que parce qu’il pensait y trouver des messages professionnels. En conséquence, elle juge que son accès peut être considéré comme légitime. Elle ajoute qu’il n’apparaît pas déraisonnable que l’employeur puisse vérifier que ses salariés travaillent bien pendant leur temps de travail. Enfin, elle relève que l’employeur n’avait consulté que la messagerie et aucun autre fichier présent sur l’ordinateur, ce qui démontre le caractère limité et proportionné de sa surveillance.
Pour toutes ces raisons, elle considère qu’il n’est pas démontré que l’Etat roumain ait manqué à ses obligations au regard de l’article 8 § 1 de la Convention.
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