{"id":740,"date":"2026-05-21T13:44:09","date_gmt":"2026-05-21T11:44:09","guid":{"rendered":"https:\/\/eztrack-vehicule.com\/employee-geolocation-what-will-the-cnil-be-saying-in-2026\/"},"modified":"2026-05-24T18:56:02","modified_gmt":"2026-05-24T16:56:02","slug":"employee-geolocation-what-will-the-cnil-be-saying-in-2026","status":"publish","type":"post","link":"https:\/\/eztrack-vehicule.com\/en\/employee-geolocation-what-will-the-cnil-be-saying-in-2026\/","title":{"rendered":"Employee geolocation: what will the CNIL be saying in 2026?"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"740\" class=\"elementor elementor-740 elementor-701\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-8ef6f5c e-flex e-con-boxed e-con e-parent\" data-id=\"8ef6f5c\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-6465886 elementor-widget elementor-widget-html\" data-id=\"6465886\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t\t<!--\n\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\nEZTRACK \u2014 Article blog \"G\u00e9olocalisation salari\u00e9 : que dit la CNIL en 2026 ?\"\n\u00c0 cr\u00e9er dans WordPress : Articles \u2192 Ajouter\n\nYOAST SEO :\n- Keyphrase    : g\u00e9olocalisation salari\u00e9 CNIL\n- Title (Yoast): G\u00e9olocalisation salari\u00e9 : que dit la CNIL en 2026 ? (54 car. \ud83d\udfe2)\n- M\u00e9ta-desc    : G\u00e9olocalisation des v\u00e9hicules de soci\u00e9t\u00e9 : ce que la CNIL impose en 2026.\n                 Obligations, sanctions, droit du salari\u00e9, checklist conformit\u00e9 PME.\n                 (148 car. \ud83d\udfe2)\n- Slug         : geolocalisation-salarie-cnil-2026\n- Cat\u00e9gorie    : R\u00e9glementation\n- Tags         : CNIL, RGPD, g\u00e9olocalisation, conformit\u00e9, droit du travail, 2026\n\nCONTENU :\n- ~2 700 mots, 8 sections H2 + FAQ\n- Schema.org FAQPage en bas\n- 2 CTA internes vers \/tarifs et \/demo (\u00e0 adapter aux vraies URL EZTrack)\n\nUTILISATION :\n- Coller le contenu (sans <style> qui sert juste \u00e0 la preview locale)\n- Le CSS du blog EZTrack doit prendre le relais en production\n\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\n-->\n\n<style>\n  \/* PREVIEW LOCAL UNIQUEMENT \u2014 \u00e0 supprimer avant collage WordPress *\/\n  @import url('https:\/\/fonts.googleapis.com\/css2?family=Playfair+Display:wght@600;700;800&family=Inter:wght@400;500;600;700&display=swap');\n  body { background: #fff; 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height: 18px; background: #059669; border-radius: 50%; color: #fff; font-size: 11px; font-weight: 900; display: flex; align-items: center; justify-content: center; }\n  .finalite-card { background: #fff; border: 1px solid #e2e8f0; border-radius: 12px; padding: 16px 22px; margin: 12px 0; display: flex; gap: 14px; align-items: flex-start; }\n  .finalite-card.allowed { border-left: 4px solid #059669; }\n  .finalite-card.forbidden { border-left: 4px solid #dc2626; background: #fef2f2; }\n  .finalite-card h4 { margin: 0 0 4px; font-size: 16px; color: #0f172a; }\n  .finalite-card.forbidden h4 { color: #991b1b; }\n  .finalite-card p { margin: 0; font-size: 14px; color: #475569; }\n  .finalite-icon { font-size: 22px; line-height: 1.2; flex-shrink: 0; }\n<\/style>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 HERO \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<div class=\"preview-hero\">\n  <span class=\"cat\">Regulations - CNIL - RGPD<\/span>\n  <h1>Employee geolocation: what will the CNIL be saying in 2026?<\/h1>\n  <div class=\"meta\">\ud83d\udcc5 Published in May 2026 - \u23f1 12 min reading - \u270d\ufe0f Team EZTrack<\/div>\n<\/div>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 CORPS DE L'ARTICLE \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<article class=\"entry-content\">\n\n<p><em>Do you equip your company vehicles with GPS trackers to optimize your rounds or secure your fleet? The CNIL has been strictly supervising this practice since 2015, and has stepped up its controls in 2024-2026. Here's exactly what you need to know to stay in compliance, avoid fines (up to 4% of your sales) and industrial tribunal proceedings.  <\/em><\/p>\n\n<div class=\"tldr\">\n  <p class=\"tldr-title\">\u23f1\ufe0f To remember in 30 seconds<\/p>\n  <ul>\n    <li>Employee geolocation is <strong>legal in France<\/strong>, but strictly regulated by the CNIL (deliberation of 2015 + RGPD 2018).<\/li>\n    <li><strong>5 purposes are authorized<\/strong> (security, optimization, invoicing, payroll, driving time) and <strong>5 are prohibited<\/strong> (off-duty monitoring, permanent surveillance, etc.).<\/li>\n    <li>4 major obligations: <strong>prior information<\/strong>, legitimate purpose, limited duration, right to deactivate.<\/li>\n    <li>CNIL penalties in 2026: <strong>up to \u20ac20m or 4% of worldwide sales<\/strong>. Plus prud'homal risk (illicit evidence). <\/li>\n    <li>A <strong>10-step<\/strong> compliance checklist is provided at the end of the article - to be applied before activating your tags.<\/li>\n  <\/ul>\n<\/div>\n\n<h2>The legal framework in 2026: 3 cumulative sources of law<\/h2>\n\n<p>Before talking about what is allowed or forbidden, it's important to understand that <strong>three texts are cumulative<\/strong> and apply simultaneously to any employer who geolocates its employees.<\/p>\n\n<h3>1. CNIL deliberation no. 2015-165 of June 4, 2015<\/h3>\n\n<p>This is the founding text. In it, the CNIL defines its <em>standard framework<\/em> for the geolocation of vehicles used by employees. It lists accepted purposes, retention periods and conditions for informing employees. Any installation of a GPS tracker in a company vehicle must comply with this standard.   <\/p>\n\n<h3>2. RGPD (General Data Protection Regulation)<\/h3>\n\n<p>Applicable since May 25, 2018, the RGPD adds strong requirements: <strong>prior impact analysis (PIA)<\/strong> for risky processing, employee rights of access and opposition, register of processing, notification of violations within 72 hours. GPS tracking of an employee falls into the category of risky processing once it enables continuous monitoring. <\/p>\n\n<h3>3. French Labor Code (articles L1121-1 and L1222-4)<\/h3>\n\n<p>Two key articles:<\/p>\n<ul>\n  <li><strong>L1121-1<\/strong>: \"No one may place restrictions on the rights of individuals which are not justified by the nature of the task to be performed or proportionate to the aim sought.\" \u2192 <em>principle of proportionality<\/em>.<\/li>\n  <li><strong>L1222-4<\/strong>: \"No information concerning an employee personally may be collected by a device that has not been brought to the employee's attention beforehand.\" \u2192 <em>obligation of prior information<\/em>.<\/li>\n<\/ul>\n\n<blockquote>A geolocation system set up without informing the employee in advance is considered to be <strong>illicit evidence<\/strong> and is inadmissible before the industrial tribunal. Worse still, it may justify the nullity of any dismissal based on it. <\/blockquote>\n\n<h2>The 5 purposes authorized by the CNIL<\/h2>\n\n<p>The CNIL accepts the geolocation of company vehicles for these 5 purposes only. Any other purpose is <strong>illegal<\/strong>. <\/p>\n\n<div class=\"finalite-card allowed\">\n  <span class=\"finalite-icon\">\ud83d\udd12<\/span>\n  <div>\n    <h4>1. Safety and security of goods and people<\/h4>\n    <p>Location in the event of vehicle theft, geolocation of high-value transported materials (construction, medical), employee safety in isolated operations (lone worker, breakdown service).<\/p>\n  <\/div>\n<\/div>\n\n<div class=\"finalite-card allowed\">\n  <span class=\"finalite-icon\">\ud83d\uddfa\ufe0f<\/span>\n  <div>\n    <h4>2. Route and dispatching optimization<\/h4>\n    <p>Assign the nearest employee to an urgent job, recalculate the best routes in real time, manage fleet availability.<\/p>\n  <\/div>\n<\/div>\n\n<div class=\"finalite-card allowed\">\n  <span class=\"finalite-icon\">\ud83e\uddfe<\/span>\n  <div>\n    <h4>3. Justifying a service to a customer<\/h4>\n    <p>Prove the arrival time of a technician at a customer site (after-sales service invoiced on a per-service basis, contractual maintenance), justify the time spent on a worksite.<\/p>\n  <\/div>\n<\/div>\n\n<div class=\"finalite-card allowed\">\n  <span class=\"finalite-icon\">\ud83d\udcb0<\/span>\n  <div>\n    <h4>4. Time tracking (only if no other means)<\/h4>\n    <p>The CNIL <strong>only<\/strong> accepts the tracking of working hours via geolocation if no other means exists (i.e., no clocking-in or clocking-out is possible). This is the case for traveling sales representatives with no fixed office. <\/p>\n  <\/div>\n<\/div>\n\n<div class=\"finalite-card allowed\">\n  <span class=\"finalite-icon\">\ud83d\ude9b<\/span>\n  <div>\n    <h4>5. Compliance with transport regulations (TRM, TRV)<\/h4>\n    <p>For road hauliers: compliance with statutory driving and rest times (digital tachograph), control of hours of service.<\/p>\n  <\/div>\n<\/div>\n\n<h2>The 5 prohibited purposes - what you really need to know<\/h2>\n\n<p>On the other hand, here's what you're not allowed <strong>to do<\/strong>, even with the employee's consent.<\/p>\n\n<div class=\"finalite-card forbidden\">\n  <span class=\"finalite-icon\">\u26d4<\/span>\n  <div>\n    <h4>1. Permanent surveillance of the employee<\/h4>\n    <p>Continuously tracking an employee's movements is not an acceptable purpose. Geolocation must be justified by a precise, time-limited objective. <\/p>\n  <\/div>\n<\/div>\n\n<div class=\"finalite-card forbidden\">\n  <span class=\"finalite-icon\">\u26d4<\/span>\n  <div>\n    <h4>2. Off-duty geolocation<\/h4>\n    <p>Lunch breaks, evenings, weekends, vacations: geolocation must be <strong>deactivated<\/strong>. Employees must be able to deactivate it manually, or have a technical guarantee that their personal movements will not be tracked. <\/p>\n  <\/div>\n<\/div>\n\n<div class=\"finalite-card forbidden\">\n  <span class=\"finalite-icon\">\u26d4<\/span>\n  <div>\n    <h4>3. Checking compliance with the Highway Code<\/h4>\n    <p>Using GPS to check your employees' speeding, spot risky driving or punish them for traffic offences is <strong>strictly forbidden<\/strong>.<\/p>\n  <\/div>\n<\/div>\n\n<div class=\"finalite-card forbidden\">\n  <span class=\"finalite-icon\">\u26d4<\/span>\n  <div>\n    <h4>4. Monitoring employee representatives<\/h4>\n    <p>Trade union delegates, CSE elected representatives and employee representatives enjoy protected freedom of movement. Geolocation must not be able to track them during their term of office. <\/p>\n  <\/div>\n<\/div>\n\n<div class=\"finalite-card forbidden\">\n  <span class=\"finalite-icon\">\u26d4<\/span>\n  <div>\n    <h4>5. Geolocation for undeclared purposes<\/h4>\n    <p>If you declared \"tour optimization\" and use the data to evaluate the employee, you violate the RGPD's purpose principle. Data collected for X, cannot be used for Y. <\/p>\n  <\/div>\n<\/div>\n\n<div class=\"alert-danger\">\n  <strong>\u26a0\ufe0f Typical case of non-compliance<\/strong>: an employer who dismisses an employee for misconduct on the basis of GPS data proving absence from work - when the initial declared purpose was \"tour optimization\" - has his dismissal annulled by the courts (consistent case law since 2018).\n<\/div>\n\n<h2>The 4 CNIL obligations to meet BEFORE activating geolocation<\/h2>\n\n<p>Activating a GPS tracker without checking the following 4 boxes exposes you to a major legal and financial risk.<\/p>\n\n<h3>Obligation 1 - Prior written information to the employee<\/h3>\n\n<p>Each employee concerned must receive <strong>individual written information<\/strong> mentioning :<\/p>\n<ul>\n  <li>The precise <strong>purpose of<\/strong> the processing (which of the 5 authorized purposes)<\/li>\n  <li><strong>Categories of data<\/strong> collected (GPS position, speed, times)<\/li>\n  <li><strong>Shelf life<\/strong> (generally 2 months maximum)<\/li>\n  <li>Data <strong>recipients<\/strong> (direct manager, accounting, etc.)<\/li>\n  <li><strong>Employee rights<\/strong> (access, rectification, opposition)<\/li>\n  <li>The<strong>identity of the data controller<\/strong> and DPO (Data Protection Officer)<\/li>\n<\/ul>\n\n<p>This information may take the form of an <strong>appendix to the employment contract<\/strong>, a memo, or a specific charter signed by the employee.<\/p>\n\n<h3>Obligation 2 - Information and consultation of the CSE<\/h3>\n\n<p>If the company has at least 11 employees (Social and Economic Committee threshold), the CSE must be <strong>informed and consulted before<\/strong> geolocation is implemented. Failure to consult is an offence of obstruction, punishable by criminal penalties. <\/p>\n\n<p>During this consultation, present the chosen system, its purposes, operating procedures, guarantees for employees, and the length of time it will be kept.<\/p>\n\n<h3>Obligation 3 - Registration in the data processing register<\/h3>\n\n<p>The RGPD requires a <strong>register of processing activities<\/strong> to be kept. Any geolocation must be included with: <\/p>\n<ul>\n  <li>The name and contact details of the data controller<\/li>\n  <li>Processing purposes<\/li>\n  <li>Categories of data subjects and data<\/li>\n  <li>Recipients<\/li>\n  <li>Shelf life<\/li>\n  <li>Technical and organizational safety measures<\/li>\n<\/ul>\n\n<h3>Obligation 4 - Impact analysis (PIA) if required<\/h3>\n\n<p>For large fleets or high-risk uses (continuous monitoring, cross-referencing with other employee data), a <strong>Data Protection Impact Assessment (PIA \/ DPIA)<\/strong> is mandatory. It must identify the risks to employee freedoms, and the mitigation measures required. <\/p>\n\n<div class=\"alert-info\">\n  <strong>\ud83d\udca1 When is the AIP mandatory?<\/strong>  As soon as people are systematically tracked (as is the case with a continuously geolocated fleet). The CNIL offers a free PIA tool that can be downloaded from its website. \n<\/div>\n\n<h2>Special cases outside working hours<\/h2>\n\n<p>This is the point that poses the most problems in practice. The employee goes home in the company car (this is often the case for sales and technical staff). What happens to geolocation between 6 p.m. and 8 a.m., at weekends or on vacation?  <\/p>\n\n<p><strong>CNIL response: geolocation must be deactivated.<\/strong>  Three technical solutions are available:<\/p>\n\n<ol>\n  <li><strong>Manual deactivation by the employee<\/strong>: a physical button or software interface enables the employee to switch off the tracker outside working hours.<\/li>\n  <li><strong>Programmed deactivation<\/strong>: the system automatically switches off tracking according to the declared working hours.<\/li>\n  <li><strong>Privacy mode<\/strong>: the tracker continues to operate, but data outside the working range is neither stored nor retrievable.<\/li>\n<\/ol>\n\n<p>If none of these mechanisms are in place, you are in breach of the law.<\/p>\n\n<h2>Concrete sanctions in 2026<\/h2>\n\n<p>The CNIL controls, sanctions and publishes its decisions. Here are the penalties. <\/p>\n\n<table>\n  <thead>\n    <tr>\n      <th>Type of penalty<\/th>\n      <th>Details<\/th>\n      <th>Possible amount<\/th>\n    <\/tr>\n  <\/thead>\n  <tbody>\n    <tr>\n      <td><strong>CNIL fine (RGPD)<\/strong><\/td>\n      <td>For serious breaches of the RGPD<\/td>\n      <td>Up to <strong>\u20ac20m or 4% of worldwide turnover<\/strong> (whichever is greater)<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>CNIL fine (French Data Protection Act)<\/strong><\/td>\n      <td>Breaches of French law<\/td>\n      <td>Up to \u20ac300,000 for legal entities<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Public formal notice<\/strong><\/td>\n      <td>Decision published on CNIL website<\/td>\n      <td>Reputational impact<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Prud'hommes: illicit evidence<\/strong><\/td>\n      <td>Data inadmissible, dismissal annulled<\/td>\n      <td>Wage compensation + damages<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Obstruction offence (if CSE not consulted)<\/strong><\/td>\n      <td>Criminal proceedings<\/td>\n      <td>Up to 1 year in prison + \u20ac7,500 fine<\/td>\n    <\/tr>\n  <\/tbody>\n<\/table>\n\n<h3>Examples of actual penalties published by CNIL<\/h3>\n\n<p>Here are a few highlights from recent years:<\/p>\n\n<ul>\n  <li><strong>2022 - Delivery company fined \u20ac175,000<\/strong> for excessive geolocation of its drivers and non-compliant retention period.<\/li>\n  <li><strong>2023 - Construction company with 50 employees served with formal notice<\/strong> for failure to inform drivers in advance and absence of an AIP.<\/li>\n  <li><strong>2024 - CNIL decision against a removal firm<\/strong>: \u20ac60,000 fine for undeclared use of geolocation data for disciplinary control purposes.<\/li>\n<\/ul>\n\n<div class=\"cta-inline\">\n  <h3>Secure your fleet without risking a CNIL fine<\/h3>\n  <p>EZTrack natively integrates CNIL obligations: employee information, \"privacy\" mode, configurable retention period. Free 30-minute demo. <\/p>\n  <a href=\"https:\/\/eztrack-vehicule.com\/en\/contact\/\" class=\"cta-btn\">Request a demo \u2192<\/a>\n  <a href=\"\/tarifs\/\" class=\"cta-btn\">See prices<\/a>\n<\/div>\n\n<h2>10-step SME compliance checklist<\/h2>\n\n<p>Here's the checklist you need to go through in order before activating geolocation on your fleet. This is exactly what a CNIL inspector would ask you in the event of an inspection. <\/p>\n\n<ul class=\"checklist\">\n  <li><strong>Define the precise purpose of<\/strong> processing among the 5 authorized (optimization, security, billing, payroll, driving time)<\/li>\n  <li><strong>Check proportionality<\/strong>: is geolocation necessary or is there a less intrusive way?<\/li>\n  <li><strong>Inform and consult the CSE<\/strong> (if more than 11 employees) - formalize in minutes<\/li>\n  <li><strong>Draw up a geolocation charter<\/strong> or an appendix to the employment contract, signed by each employee concerned<\/li>\n  <li><strong>Register the processing operation in the<\/strong> company's <strong>RGPD register<\/strong> <\/li>\n  <li><strong>Carry out an impact analysis (PIA)<\/strong> for large fleets or high-risk usage<\/li>\n  <li><strong>Set the retention period<\/strong> to a maximum of 2 months (unless justified: 1 year for payroll, 5 years for customer invoicing).<\/li>\n  <li><strong>Activate privacy mode<\/strong> or off-duty deactivation<\/li>\n  <li><strong>Secure data access<\/strong>: strong authentication, traceability of consultations, principle of least privilege<\/li>\n  <li><strong>Guarantee employees' right of access<\/strong> to their own geolocation data, on simple request<\/li>\n<\/ul>\n\n<p>If you check off these 10 steps, you're in compliance. If you skip even one, you're vulnerable. <\/p>\n\n<h2>How EZTrack automates CNIL compliance<\/h2>\n\n<p>Regulatory complexity is precisely what guided the design of EZTrack. Here's what the platform handles automatically. <\/p>\n\n<h3>Pre-set employee information<\/h3>\n\n<p>EZTrack provides a <strong>model appendix to the employment contract<\/strong> and a <strong>geolocation charter<\/strong> in compliance with CNIL deliberation 2015-165 - drafted by a partner law firm. You complete them with your purposes and have them signed. <\/p>\n\n<h3>Integrated privacy mode<\/h3>\n\n<p>Each vehicle can switch to private mode with a single click from the driver app. The position is hidden and not stored during this period. The time slot can also be <strong>automatically configured<\/strong> according to declared working hours.  <\/p>\n\n<h3>Customizable shelf life<\/h3>\n\n<p>By default, geolocation data is stored for <strong>2 months<\/strong>, in accordance with CNIL recommendations. You can adjust this period by purpose (payroll, customer invoicing) with documentary justification. <\/p>\n\n<h3>Employee's automatic right of access<\/h3>\n\n<p>Each employee has a <strong>personal portal<\/strong> to view their own geolocation data, request rectification or deletion. This automatically satisfies the RGPD requirement for data access. <\/p>\n\n<h3>Treatment register and consultation log<\/h3>\n\n<p>EZTrack automatically keeps the <strong>processing register<\/strong> (downloadable in PDF format) and logs all data consultations by managers. In the event of a CNIL inspection, these data can be supplied in just a few clicks. <\/p>\n\n<h3>Sovereign accommodation France<\/h3>\n\n<p>All data is hosted on <strong>OVH<\/strong> servers <strong>in France<\/strong>, RGPD compliant and outside extra-European jurisdictions (CLOUD Act US in particular). TLS encryption and daily backups included. <\/p>\n\n<h2>FAQ - Frequently asked questions<\/h2>\n\n<h3>Can a GPS system be installed in a vehicle without notifying the employee if hijacking is suspected?<\/h3>\n<p>No. Even in the event of a suspected offence, prior notification of the employee is mandatory. A hidden installation constitutes an invasion of privacy and a violation of the Labor Code. The legal course of action is to take the matter to court or hire a bailiff.   <\/p>\n\n<h3>Can an employee refuse to have his company car geolocated?<\/h3>\n<p>If geolocation is included in the employment contract or in a charter signed on hiring, the employee has accepted it. If geolocation is installed subsequently, the employee may object if he or she can prove that the intrusion into his or her private life is disproportionate. In this case, the employer must demonstrate the necessity and proportionality of the system.  <\/p>\n\n<h3>How long can geolocation data be stored?<\/h3>\n<p>CNIL recommendation: <strong>2 months maximum<\/strong> for raw data. Justifiable exceptions: 1 year for payroll (calculation of overtime), 5 years for customer invoicing (accounting proof). Beyond that, mandatory anonymization.  <\/p>\n\n<h3>Is it necessary to inform the CSE for 5 employees?<\/h3>\n<p>The obligation to consult the CSE exists from <strong>11 employees<\/strong> upwards. Below this level, however, the employer must inform each employee concerned individually in writing. <\/p>\n\n<h3>What to do in the event of a CNIL inspection<\/h3>\n<p>1) Don't panic. 2) Cooperate fully and be transparent. 3) Provide: data processing register, signed geolocation charter, CSE consultation minutes, PIA if applicable, access logs, retention period settings. 4) If breaches identified: formal notice to rectify within a specified period (usually 3 months). 5) If not rectified: public fine.    <\/p>\n\n<h3>My employee has returned his vehicle. Should I delete his data?<\/h3>\n<p>Yes, within a reasonable period (recommendation: 2 months after departure). Only data related to customer invoicing or payroll may be kept longer, and then only for this purpose. <\/p>\n\n<h3>Can the GPS of the personal vehicle used for work (km allowances) be traced?<\/h3>\n<p>No. A personal vehicle cannot be geolocated by the employer, even if the employee uses it for business travel. To calculate mileage allowances, use a declaration on honor or a manual entry tool.  <\/p>\n\n<h2>Conclusion - Compliance is not optional<\/h2>\n\n<p>Geolocation is a formidable management tool for SMEs, enabling them to optimize routes, improve safety, justify their customers and pay their bills. But it's also an area where legal compliance makes all the difference between a successful project and a major risk. <\/p>\n\n<p>The figures are indisputable: <strong>the CNIL issues 30 to 50 public sanctions a year<\/strong>, and fines have tripled since 2022. With the strengthening of 2026 controls, no SME can afford to be amateurish. <\/p>\n\n<blockquote>The good news is that CNIL compliance is not an obstacle to geolocation: it's a framework which, properly applied, protects the employer, the employee and the company.<\/blockquote>\n\n<p>If you're in doubt about any of the 10 points on the checklist, now's a good time to do an internal audit - or to put your trust in software that natively supports compliance.<\/p>\n\n<div class=\"cta-inline\">\n  <h3>Geolocalize with complete peace of mind<\/h3>\n  <p>EZTrack includes all CNIL compliance tools: charters, privacy mode, auto register, employee access rights. Hosted in France. Free demo.  <\/p>\n  <a href=\"https:\/\/eztrack-vehicule.com\/en\/contact\/\" class=\"cta-btn\">Request a demo \u2192<\/a>\n  <a href=\"\/tarifs\/\" class=\"cta-btn\">See prices<\/a>\n<\/div>\n\n<h2>Further information<\/h2>\n\n<ul>\n  <li><a href=\"https:\/\/www.cnil.fr\/fr\/la-geolocalisation-des-vehicules-des-salaries\" target=\"_blank\" rel=\"noopener\">CNIL - Geolocation of employee vehicles (official page)<\/a><\/li>\n  <li><a href=\"https:\/\/www.legifrance.gouv.fr\/jorf\/id\/JORFTEXT000030737094\" target=\"_blank\" rel=\"noopener\">Deliberation no. 2015-165 of June 4, 2015 (full text)<\/a><\/li>\n  <li><a href=\"https:\/\/eztrack-vehicule.com\/en\/#tarifs\">EZTrack rates - from \u20ac19 excl. tax\/month per vehicle<\/a><\/li>\n  <li><a href=\"https:\/\/eztrack-vehicule.com\/en\/contact\/\">Request a personalized demo<\/a><\/li>\n<\/ul>\n\n<\/article>\n\n<!-- \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 SCHEMA.ORG FAQPage \u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550\u2550 -->\n<script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Peut-on installer un GPS dans un v\u00e9hicule sans pr\u00e9venir le salari\u00e9 ?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Non. 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Obligations, penalties, employee rights, SME compliance checklist. <\/p>\n","protected":false},"author":1,"featured_media":739,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-740","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-non-classe"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Employee geolocation: what will the CNIL be saying in 2026?<\/title>\n<meta name=\"description\" content=\"Geolocation of company vehicles: what the CNIL will require in 2026. 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