Australian employee monitoring laws 12 frequently asked questions:
1. Is employee monitoring legal in Australia? 2. Is it legal to monitor the company’s computers? 3. Is it legal to monitor screen contents and keystrokes? 4. Is it legal to monitor employee Internet and social media activities? 5. Is it legal to monitor email content? 6. Is it legal to monitor or record phone conversations? 7. Is it legal to use video surveillance in the workplace? 8. Is it legal to monitor private messages and email content? 9. Is it legal to monitor employees’ personal devices? 10. Is it legal to monitor employees’ personal computers? 11. Is it required to inform employees of the monitoring? 12. Employee monitoring policy – mandatory or not? And some bonus info!1. Is employee monitoring legal in Australia?
Yes. Under the Australian Workplace Surveillance Act, an employer may monitor employees in the workplace if a formal notice and monitoring policy is in place. Under the condition, the monitoring is conducted per the given notice. There are also exceptions where employees can be monitored without being informed. To do so, employers are required to obtain a "covert surveillance authority," which has explicitly been issued by the Magistrate court.2. Is it legal to monitor the company's computers?
Yes. For the most part, under Australian employee monitoring laws, employers have the right to install any monitoring software on a computer that they have provided for work. What employers are not permitted to do is install monitoring software without informing their employees. What is to be monitored needs to be drafted and explained to each employee in a way they understand. This should be done no less than 14 days before any monitoring software is installed or activated.3. Is it legal to monitor screen contents and keystrokes?
Yes. Employers have the right to monitor screen activities and keystrokes on company-owned computers, but on the condition that employees get a notification before the monitoring and purpose of the monitoring.4. Is it legal to monitor employee internet and social media activities?
Yes. This is legal in Australia. However, Australian employee monitoring laws require clear policies on using the Internet in the workplace to ensure that employees understand the expectations and responsibilities of Internet use. Employers are also obligated to discuss the policy with employees during the policy’s development. This will help increase employees’ awareness.5. Is it legal to monitor email content?
Yes. Generally speaking, in Australia, an employer is allowed to monitor their employee's work email accounts. This is under their policies or procedures. Also, there are work-related reasons behind the monitoring. Employers are to set clear workplace policies that can help ensure that both employees understand the expectations and responsibilities that apply to receive and send emails on company devices.6. Is it legal to monitor or record phone conversations?
Yes. As long as the conversation is not considered private and work-related, the parties concerned are aware of it, and consent is given. There are, of course, specific prohibitions to monitoring and recording phone conversations. The general privacy and surveillance laws prohibit listening in (in Victoria and the Northern Territory) or recording a private conversation without the parties' permission or consent. There is also federal legislation that regulates telephone communications monitoring in the workplace, including mobile phones. The Telecommunications (Interception and Access) Act 1979 prohibits listening to or recording communications passing over a telecommunications system without the consent or knowledge of the parties to the communication.Is it legal to use video surveillance in the workplace?
Yes. Under Australian employee monitoring laws, an employer can monitor employees with video monitoring systems in the workplace for legitimate business purposes. Yet, there are reasonable limitations given by law. The Surveillance Devices Act restricts the employer’s right to use video surveillance systems in areas deemed private, such as toilets, washrooms, changing rooms, and lactation rooms. Employers should pay attention to different laws across the states and territories in this area and any other rules and regulations on the workplace’s surveillance and monitoring systems. Employers should also be transparent about the type of monitoring. Aside from video surveillance systems, there are various employee-friendly options to consider if the primary goal is to monitor overall productivity and ensure that company resources are properly utilized. Employee productivity monitoring software is a great way to balance the benefits of monitoring with the risks of invading employees' privacy.8. Is it legal to monitor private messages and email content?
Yes. According to the Citizens Advice Bureau, employers have the right to keep a close watch on activities carried out on work devices. This includes private emails when the need may arise. This is justifiable for productivity checks and threat detection. Generally speaking, if the employer owns the device and the network, the employer can access workers’ inboxes. Provided the workplace has a clear policy in place that explains the proper use of work equipment and employees are aware of the policy. If the employee’s emails are to be monitored, the employer must inform them in advance. This should only happen in compliance with company policy.9. Is it legal to monitor employees' personal devices?
Yes. As long as employers create and convey sound (BYOD) Bring Your Own Device policies that clarify work-related reasons for monitoring employees on their personal devices and acknowledging that the policy has been understood, the law permits the monitoring.10. Is it legal to monitor employees' personal computers?
Yes. Under specific conditions (where BYOD policies are in place), and employees are aware and consent to the monitoring, an employer can collect data on a computer belonging to an employee within company premises.11. Is it required to inform employees of the monitoring?
Yes. According to Australian employee monitoring laws, it is required to communicate with employees about what kind of monitoring will be used when the monitoring will start, the nature of the monitoring, and whether the monitoring will be for a specific time or ongoing. Also, the Workplace Surveillance Act (2005) stipulates that an employer may NOT monitor employees without prior written notice. The written notice must be provided at least 14 days before the monitoring starts.12. Employee monitoring policy - mandatory or not?
Yes. In Australia, employers must set up policies regarding the use of monitoring software, to comply with legislation. Employers are to discuss policies with employees when creating them and regularly review them to increase employees' awareness about the monitoring. It is advisable that all workplace policies regarding employee monitoring should:Our monitoring experts have developed ready-to-use policies, announcement samples, and employee monitoring handbooks for direct use or a sample to create future employee monitoring policies. Request a copy now. It's free!