Can I use software to measure employee productivity?

Limited, and only after a careful assessment. Continuous keyboard, mouse, or screen monitoring is hard to justify under Dutch GDPR application.

Try this first

1. 1Start at purpose. Individual productivity measurement is rarely proportionate; safety or fraud prevention sometimes is.
2. 2DPIA mandatory. Employees are a vulnerable group due to the dependence relationship.
3. 3Limit to strictly necessary. Team-level aggregates, anonymous metrics, or strictly event-driven (alarm on suspicious transfers) have a much better chance.
4. 4Works-council consent is almost always required. Set policy, document what is and is not measured, and what happens with the data.
5. 5Communicate openly up front. Covert monitoring is hardly defensible in NL outside a documented active investigation with legal counsel.

None of the above fits?

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