Modern technologies are a consequence of the significant development of human thought and inventiveness. Individuals, legal entities and countries depend on using modern technologies which enable them to perform different tasks, do business or offer a large number of services. In recent years, the use of information technology has spread rapidly in different areas, including the workplace. Apart from the undisputable contribution to the effective exercise of the employer's authorities, the development of information technologies has opened up a number of issues concerning the possibility of providing the necessary presumptions to ensure the adequate protection of the legitimate interests and rights of parties involved in labour relations. Both the employer and the employees may be exposed to potential danger of unauthorized disclosure and abuse of confidential data or private information. Thus, on the employer's part, there is a concern that certain data (e.g. relating to confidential activities of a company, financial transactions, personnel management, and employees' personal data) may be misused by unauthorized entities, which creates the need for installing devices for data protection and monitoring access to such data. In addition, employers justifiably fear that employees may use modern technology for private purposes during working hours. On the other hand, employees are mainly concerned about the danger of misusing modern technologies for the purpose of monitoring and supervising the performance, as well as certain aspects of private life, which opens the issue of the employees' right to privacy and right to respect for private life. In this context, he author discusses the question of permissible use of modern technologies, particularly in light of the protection of human rights and fundamental freedoms of employees. As the central problem, the author analyzes the issue of the difficulty of striking a balance between the employer's interest to ensure the workplace safety and the healthy working conditions and, on the other hand, the employees' interest to ensure respect for their privacy rights and dignity at work. In particular, the author focuses on specific control measures aimed at monitoring the use of official means of communication and video surveillance.