Legislation Monitoring Employees

Employers have the right to monitor the activities of their employees in many workplace situations, including recording on CCTV cameras, opening emails, using automated software to check emails, telephone records or call recordings. telephone numbers, records of websites visited and videos outside the workplace. Before deciding to introduce monitoring, the employer should be open about the reasons for monitoring staff and the benefits this will bring, identify any negative effects that monitoring may have on staff (impact assessment), consider less intrusive alternatives and find out whether monitoring is justified.

Except in extremely limited circumstances, employers must take reasonable steps to let employees know that monitoring is being carried out, what is being monitored and why it is necessary. Employers who can justify monitoring after carrying out an adequate impact assessment generally do not need the consent of individual team members.

Employers may legally monitor telephone, internet, email, or fax usage in the workplace if the monitoring is business-related, the equipment being monitored is provided in part or in full for the job, and the employer has made all reasonable reasonable efforts to inform employees that their communications will be monitored. However, if the monitoring is for purely private or malicious reasons, these circumstances do not apply.

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