The duty of loyalty is a key element in the relationship between employer and employee. Theemployer must provide the employee with remuneration while the employee is performingwork for the employer. The employee must be loyal to the employer, both in the workplaceand outside in the employee's private life. The employee must be loyal to the employer by notcarrying out secondary activities that are detrimental to the employee's confidence. In order todetermine whether a secondary activity should be detrimental to the employee's trust, theemployer must assess whether loyalty to the public is adversely affected and whether thesecondary activity can be justified, this assessment must be made individually for eachemployee's secondary activities. The privacy and freedom of expression of governmentemployees is protected by the European Convention on Human Rights. The employee'sprivacy shall not be affected unless there is a risk of national security being adverselyaffected. As the assessment is made on a case-by-case basis, there is no clear boundary as towhen a secondary activity is or is not detrimental to confidence. The extent to whichsecondary activities affect the restrictions on private life varies from one employee to another,depending on the position held and the level of responsibility involved. However, the freedomof expression of government employees should be seen as taking precedence over the duty ofloyalty to the employer. This is to ensure that the public is aware of what is happening withinthe authority. This means that freedom of expression protects the government employee evenif the loyalty of the public has been adversely affected. However, this does not apply toinformation covered by the obligation of professional secrecy. Being disloyal to one'semployer can contribute to the termination of employment for personal reasons.