Employer Monitoring. Should you do it?

There is growing concern among regulators about employer monitoring and surveillance of employee activity. While monitoring employee activity can be beneficial for ensuring productivity and detecting misconduct, it can also potentially infringe on employee privacy rights.

What does this mean for employees?

Employees may feel uncomfortable or violated if they believe their employer is monitoring them in a way that is not transparent or lawful. It may also create a culture of distrust and erode employee morale, leading to higher turnover rates. Additionally, if the monitoring is conducted in a way that violates employee privacy rights, employers may face legal repercussions and damage to their reputation. On the other hand, if monitoring is conducted in a transparent and lawful manner, it can help improve productivity and ensure a safe and secure workplace.

What does this mean for employers?

Employers need to be aware of and comply with relevant laws and regulations regarding employee monitoring. This includes being transparent with employees about what is being monitored and how, as well as obtaining consent where necessary. Employers may also need to reassess their monitoring policies and procedures to ensure they are in compliance with applicable regulations. Failure to comply with these regulations could result in legal and financial consequences for the employer. Additionally, employers may need to consider the potential impact on employee morale and trust if they are perceived as over-monitoring or invading employee privacy.