Employee monitoring laws 2025: US, EU, UK, Canada, & more

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Are you putting your business at risk by monitoring employees the wrong way? What happens if you fail to follow employee monitoring laws?

Many companies use employee monitoring software to track employee activity, improve productivity, and protect company data. But without a clear understanding of employee monitoring laws, businesses can easily cross legal lines, leading to hefty fines, lawsuits, and a loss of employee trust.

Is employee monitoring allowed? 

And how can you legally monitor employees while keeping your company safe? 

This guide breaks down employee monitoring laws, risks, and compliance tips across major regions, including the United States (US), the United Kingdom (UK), the European Union (EU), Canada, Australia, Mexico, and more.

We’ll explore the different aspects of employee surveillance and the legality of different monitoring methods. We’ll also cover the main legal risks of employee monitoring and a few tips to avoid them.

Table of Contents

• What is employee monitoring?
• Why do companies monitor their employees?
• What are some common forms of employee monitoring?
• Invasive vs. non-invasive employee monitoring
• Is employee monitoring legal in the United States?
• Is employee monitoring legal in Europe?
• Employee monitoring laws in other countries
• How to legally and ethically monitor employees: 8 common methods & best practices

What is employee monitoring?

Before we get into the laws covering specific monitoring methods, let’s first cover what employee monitoring is and why companies do it.

Employee monitoring is the practice of tracking employee activity in the workplace. Companies do this to ensure productivity, security, and compliance with company policies.

In fact, A survey by ExpressVPN found that 78% of employers use employee monitoring tools. However, 59% of employees feel anxious about being monitored, which suggests that many companies aren’t clearly communicating their monitoring policies. This lack of transparency can lead to mistrust and lower employee morale.

Now, you may be wondering why companies monitor their employees.

Why do companies monitor their employees?

Companies monitor their employees for several key reasons:

• To boost productivity and maintain focus – Monitoring helps businesses ensure that employees stay on task during work hours and use company resources efficiently. It can also help identify bottlenecks and improve workflows.
• To protect company data and security – Tracking internet usage, employee emails, and file sharing helps prevent data breaches, insider threats, and cybersecurity risks. Companies also use monitoring tools to ensure compliance with data protection regulations.
• To improve accountability and performance – Many businesses use employee time tracking tools and performance analytics to evaluate employee productivity. This data helps managers make informed decisions about workload distribution, promotions, and training needs.
• To prevent misconduct and policy violations – Employers monitor employee activity to detect issues like fraud, harassment, or policy violations. For example, monitoring emails and chat messages can help prevent inappropriate behavior or security threats.
• To ensure compliance with industry regulations – In industries like finance, healthcare, and legal services, strict regulations require companies to track and store employee communications. Monitoring helps businesses comply with privacy laws and avoid legal penalties.
• To protect company assets and resources – Employers use GPS tracking, video surveillance, and computer monitoring to prevent theft, misuse of company property, or unauthorized access to sensitive areas.
• To support remote and hybrid work management – With the rise of remote work, businesses use employee monitoring software to track work hours, ensure employees are engaged, and maintain collaboration across teams.

What are some common forms of employee monitoring?

An employer can choose from various employee monitoring methods or use them in combination.

Common types of employee monitoring

Here are the most common ways employers monitor employees:

• Computer monitoring – Tracking employees’ computer activity, apps, and websites.
• Keystroke logging – Recording keystrokes to measure productivity and detect security risks.
• Social media monitoring – Reviewing social media accounts to enforce company policies.
• Video surveillance – Using workplace surveillance cameras for security.
• Phone call monitoring – Tracking phone conversations and voicemails for quality control.
• Personal device monitoring – Overseeing internet usage or work activity on personal devices under BYOD policies.
• GPS tracking – Monitoring employees’ locations during work hours, especially for drivers and field workers.

While these monitoring practices can benefit companies, privacy laws set strict limits on how and when employers can track employees.

These monitoring practices can benefit companies by improving security and productivity, but not all methods are the same. Some types of workplace monitoring are more invasive than others, raising concerns about employee privacy rights and compliance with privacy laws.

Invasive vs. non-invasive employee monitoring

Employee monitoring methods can be broadly categorized as invasive or non-invasive, depending on:

• What is being monitored?
• Whether the employee is aware of being monitored?

If an employer tracks employees or collects personal information without their knowledge or consent, it’s considered invasive monitoring. 

This matters because privacy laws in the US, UK, EU, Canada, and other regions have strict rules on how and when employers can monitor their teams.

Invasive monitoring can include

• Using employee monitoring software that runs in the background without the concerned team member’s awareness.
• Monitoring remote employees through keystroke and screenshot tracking on computers.
• Tracking employee activity after their work hours secretly.
• Recording phone conversations and private messages without the participants’ consent.

However, employee monitoring doesn’t always invade employees’ privacy, mainly when you communicate and obtain their consent. 

This helps to maintain healthy employer-employee relations and establish workplace fairness. These, in turn, positively affect employee morale and productivity.

Here are a few examples of non-invasive electronic monitoring practices

• Using monitoring software that lets employees turn it on or off when they sign in or out from in-office or remote work.
• Using visibly placed video surveillance cameras in shared spaces.
• Monitoring the company-owned workstations with prior information to the employees.
• Recording phone calls with the participants’ consent.

Now that you know the basics of employee monitoring, let’s dive into what’s legal—and what’s not—in key countries around the world.

Is employee monitoring legal in the United States?

Yes, employee monitoring is legal in the US, but businesses must follow federal and state laws to stay compliant and avoid legal trouble. While federal laws allow monitoring in most cases, some state laws provide extra protections for employees.

Let’s break down what you need to know.

Federal laws on employee monitoring

The US has several federal laws that outline what employers can and cannot monitor:

• Electronic Communications Privacy Act (ECPA) – Employers can monitor employee communications on company-owned devices if there’s a legitimate business reason. However, some states require advance notice or employee consent before tracking emails, messages, or calls.
• Stored Communications Act (SCA) – Employers can access emails and messages stored on company servers. But monitoring personal emails or messages on personal devices without permission can violate privacy laws.
• National Labor Relations Act (NLRA) – This law protects employees’ rights to discuss wages, working conditions, and unions. Employers cannot use monitoring tools to spy on union activities or intimidate employees.

While federal law generally supports workplace monitoring, some states add extra protections that businesses must follow.

State-specific laws on employee monitoring in US

Laws about monitoring employees can vary from state to state. Some states require written notice, while others restrict certain types of monitoring.

Here are some key state laws:

• California – The California Consumer Privacy Act (CCPA) requires employers to tell employees if they are being monitored and explain how their data will be used and stored.
• New York – Employers must notify employees in writing before monitoring emails, internet use, or employer’s computer activity.
• Connecticut & Delaware – Employers must get written employee consent before tracking electronic communications or using video surveillance in the workplace.
• South Carolina – This state limits wiretapping and interception of private employee conversations, protecting employees’ workplace privacy.

Since state laws differ, businesses should check the specific rules in the states where they operate.

How to stay compliant with US employee monitoring laws

To avoid legal trouble, businesses should follow these best practices:

• Know your state laws – If your company operates in multiple states, research each state’s specific regulations on employee monitoring.
• Be transparent – Let employees know what will be monitored and why. Use a written notice, company policy, or employee handbook to explain monitoring procedures.
• Get employee consent – In states that require it, always obtain written approval before monitoring employee emails, phone calls, or online activity.
• Use ethical monitoring practices – Avoid excessive tracking that could violate employee privacy or create a toxic work environment.

By following federal and state laws, businesses can legally monitor employees, protect company data, and maintain a fair and transparent workplace.

Is employee monitoring legal in Europe?

Yes, monitoring employees is legal in Europe, but businesses must follow strict privacy laws to avoid legal trouble. 

The General Data Protection Regulation (GDPR) sets the rules for how and when companies can track employees. Some EU countries even have extra protections to ensure that monitoring isn’t too invasive.

Let’s break it down in simple terms.

GDPR: The main law for employee monitoring in Europe

The General Data Protection Regulation (GDPR) is the primary privacy law that controls how businesses monitor employees in the European Union (EU) and European Economic Area (EEA) (Iceland, Liechtenstein, and Norway).

Even companies outside the EU must follow GDPR if they have employees who are EU citizens.

What does the GDPR require?

If you want to monitor employees in the EU, you must:

• Have a valid reason – You need a legitimate business purpose, such as security, preventing data breaches, or ensuring compliance.
• Be transparent – Employees must know what is being tracked, why, and how their data will be used.
• Only collect necessary data – Avoid excessive tracking, like monitoring keystrokes, private messages, or social media.
• Keep employee data secure – You must protect any monitored data from unauthorized access.
• Respect employee rights – Employees can request, correct, or delete their data in some cases.

Companies that don’t follow GDPR can face massive fines, up to €20 million or 4% of global revenue!

Since GDPR applies to all EU countries, businesses must also check if any country has stricter rules.

Country-specific employee monitoring laws in Europe

Some EU countries require written consent before monitoring, while others limit certain types of tracking.

Here are a few examples:

• Germany – One of the strictest. Employers must get written consent before tracking emails, internet usage, or computer activity. Covert surveillance is almost always illegal.
• France – Employers must inform employees in writing before using monitoring software or workplace cameras. Hidden cameras are not allowed.
• Spain – Monitoring policies must be included in employment contracts. Secret tracking is only allowed in cases of serious misconduct.
• Italy – Businesses need labor union approval before tracking internet use, emails, or workstation activity.
• Netherlands – Strict rules on email and social media monitoring. Employers can only check work emails if there’s a clear legal reason.

Since laws vary across Europe, businesses should check the specific monitoring laws in each country where they operate.

How to stay compliant with european employee monitoring laws

To stay out of legal trouble, businesses should follow these best practices:

1. Follow GDPR and local laws

GDPR applies across the EU, but some countries require additional consent or ban certain tracking methods.

If your company operates in multiple EU countries, it’s safest to follow the strictest laws.

2. Be transparent about monitoring

Employees should always know what’s being tracked and why. You can:

• Include monitoring policies in the employee handbook.
• Add clear policies in employment contracts.
• Send a digital notice explaining tracking methods.

Being upfront builds employee trust and prevents legal issues later.

3. Get employee consent when required

While GDPR doesn’t always require consent, some EU countries do.

For example:

• Germany and Italy need written consent before monitoring emails.
• France and Spain require employees to be notified before tracking starts.

Adding monitoring policies to employment contracts ensures compliance.

4. Avoid invasive tracking

Employers should only monitor what’s necessary and avoid:

• Keystroke logging without consent.
• Tracking social media usage.
• Secretly recording private messages.

Excessive tracking can violate privacy laws and damage employee trust.

5. Conduct a Data Protection Impact Assessment (DPIA)

If your monitoring includes sensitive employee data, you may need a DPIA to:

• Check privacy risks.
• Ensure compliance with GDPR.
• Avoid legal penalties.

Using GDPR-compliant employee monitoring software helps companies track workplace productivity while respecting employee privacy.

Employee monitoring laws in other countries

While the US and EU have clear regulations, other countries also have laws that impact how you can legally track employee activity. 

Whether your team is remote, hybrid, or in-office, knowing what’s allowed in each country helps you stay compliant, protect employee trust, and avoid costly mistakes.

Here’s a simple overview of how employee monitoring laws work in other parts of the world and how to stay on the right side of the law.

United Kingdom (UK)

The UK follows the UK GDPR and the Data Protection Act 2018. These laws require you to show that monitoring is necessary and linked to a business reason. 

Sometimes, you may also need to complete a Data Protection Impact Assessment (DPIA).

To stay compliant, let employees know what’s being monitored and why. Include this in your employee handbook or remote work policies. 

Keep monitoring limited to work-related activities like time tracking, screen monitoring, or attendance.

Canada

A combination of federal and provincial privacy laws governs employee monitoring in Canada. 

Most private-sector employers follow the federal PIPEDA (Personal Information Protection and Electronic Documents Act). However, several provinces have created their own laws that go even further.

Businesses need to understand which laws apply in each location to stay compliant. This is especially important if your company operates across provinces or manages a remote or distributed workforce.

1. British Columbia

In British Columbia, employee monitoring is regulated under the Personal Information Protection Act (PIPA). This law requires that any monitoring must be clearly necessary and directly related to a business purpose.

To comply with BC:

• Inform employees ahead of time
• Clearly explain what will be monitored, such as productivity analytics, time tracking, or screen monitoring.
• Avoid collecting more data than needed for the specific goal

2. Alberta

Alberta also uses its own version of PIPA, similar to British Columbia. The rules are focused on keeping employee tracking reasonable and limited to job-related activity.

To follow Alberta’s rules:

• Make sure the monitoring supports a valid business reason
• Communicate your monitoring policy clearly
• Limit tracking to work hours and use employee monitoring software only on company-owned devices unless otherwise agreed

Although consent is not always mandatory in Alberta, explaining monitoring expectations and including them in your policies is still best.

3. Quebec

Quebec enforces some of the strongest privacy laws in Canada. Recent updates from Bill 64 require employers to obtain explicit consent before monitoring employees.

To remain compliant in Quebec:

• Request written approval before using any monitoring tools
• Clearly define how the data will be used, stored, and protected
• Assign a designated privacy officer to oversee compliance

Any tracking, whether it’s time tracking, attendance monitoring, or internet activity, must be explained in advance and justified in the employee’s contract or company policy.

4. Other provinces and territories

In other parts of Canada, PIPEDA applies. This law allows employers to monitor employees for legitimate business reasons. Even though it is less strict than provincial laws, companies still need to act fairly and respectfully.

To stay compliant under PIPEDA:

• Notify employees about monitoring plans in writing
• Stick to tracking only what’s necessary for business operations
• Avoid monitoring personal devices unless it’s outlined in a BYOD policy

No matter where your team works, from Alberta to Quebec or across multiple regions, it’s safest to apply the highest privacy standard.

Here’s how you can stay compliant across Canada:

• Be open about any employee monitoring software you use
• Get employee approval when tracking tools include screen activity, attendance, or payroll time.
• Always tailor your BYOD policy to address privacy concerns when work is done on personal devices
• Review your monitoring features regularly and adjust based on the province’s requirements

Following these practices builds employee trust while helping you stay compliant with both federal and provincial laws. It also strengthens how you manage productivity in remote, hybrid, and in-office teams.

Australia

In Australia, workplace surveillance laws vary by state, and there’s no single federal rule. This means your legal obligations depend on where your business operates or where your remote or hybrid employees are based.

Here’s a breakdown of how the law works in key states:

1. New South Wales (NSW)

NSW has the most detailed rules under the Workplace Surveillance Act 2005.

• Employers must provide at least 14 days’ written notice before starting any surveillance.
• Monitoring can include cameras, internet use, computer activity, or email tracking.
• Covert monitoring is only legal with a court-issued covert surveillance authority.

To stay compliant, you need to:

• Give employees a written notice outlining what is being monitored and why.
• Avoid tracking outside work hours unless agreed upon.
• Limit surveillance to company-owned devices and relevant workplace activity.
  

2. Victoria

Victoria has no dedicated workplace surveillance law, but privacy is protected under general legislation and common law.

• Covert surveillance is not recommended unless supported by strong legal justification.
• Employers must still act reasonably and follow the Australian Privacy Principles.

To stay compliant, be transparent. Share your monitoring policy with staff and stick to performance or security-related tracking, like time tracking, screen monitoring, or attendance systems.

3. Queensland

Queensland also doesn’t have a specific workplace surveillance act.

• Employers can monitor company property but should avoid excessive surveillance.
• Covert monitoring should be avoided without legal advice.

For best practice, always provide advance notice and clearly explain any employee monitoring tools you use. This is especially important when managing a distributed workforce or remote teams across Queensland.

4. Western Australia, South Australia, Tasmania, and the Northern Territory

These states and territories do not have their own workplace surveillance laws either.

• In these areas, general privacy law and employment contracts apply.
• Employers are expected to be transparent and ensure that monitoring is proportionate and necessary.

Whether your team is remote, hybrid, or in-office, you’ll reduce legal risk by:

• Being upfront with employees about what you’re tracking
• Keeping monitoring tied to work-related activities like security, time tracking, or productivity analytics
• Avoiding personal data collection unless it’s critical and agreed upon

Mexico

Employee monitoring in Mexico is governed by federal laws, which apply across all states and territories. Two key regulations cover this area: the Federal Labor Law and the LFPDPPP, Mexico’s national data protection law.

Monitoring is legal in Mexico, but employers must have a clear business reason and obtain employee consent, especially when handling personal or sensitive data. 

Companies are also required to give written notice that explains what is being monitored, how the data will be used, and how it will be protected.

To stay compliant

• Limit tracking to work-related activity, such as time tracking, screen monitoring, or attendance
  
• Avoid monitoring outside of work hours unless the employee is informed and agrees.
  
• Make sure your monitoring policies are shared in writing and available to both in-office and remote employees.
  
• Clearly define your monitoring features in privacy policies, onboarding materials, or employee handbooks.
  

Whether your team is distributed across Mexico or based in a single location, following federal law helps you stay compliant and maintain employee trust.

Chile

Employee monitoring in Chile is regulated under Law No. 19628 on the Protection of Private Life, which governs how public and private organizations can collect and process personal data.

Monitoring is legal, but only when the data subject’s rights are respected. Employers must either have legal authorization or obtain the employee’s written consent to monitor activity. This includes time tracking, screen monitoring, or any tools used to manage a distributed workforce.

Consent must be

• In writing
• Clearly tied to the monitoring purpose
• Revocable at any time (but not retroactively)

Chile’s law also emphasizes data accuracy and purpose limitation. This means

• Employee data can only be used for the purpose it was collected for, such as attendance tracking or security.
• Outdated or incorrect data must be corrected or deleted.
• Sensitive data, including health status, political views, or sexual orientation, cannot be processed without clear legal grounds or written consent.

To stay compliant

• Explain why monitoring tools are in use (e.g. productivity analytics or payroll tracking)
• Only track what’s necessary for business operations
• Keep monitoring records secure and restrict access to authorized personnel
• Share monitoring policies in your employee handbook or onboarding material

Whether your team works remote, hybrid, or in-office, following Chile’s data privacy law helps maintain transparency, protect employee trust, and avoid legal risk

Russia

Employee monitoring in Russia is governed at the federal level, so the laws apply equally across all regions. 

The Labor Code of the Russian Federation and Federal Law No. 152-FZ on Personal Data outline the rules for tracking workplace activity.

Monitoring is legal, but only when tied to a legitimate business purpose and done with employee awareness. 

Employers must notify staff in writing before any surveillance begins. Secret monitoring, including hidden cameras or unannounced software, is not allowed unless authorized by law.

To stay compliant

• Clearly document what will be monitored, such as time tracking, project activity, or computer usage on company-owned devices
• Inform employees in advance and explain how the collected data will be used and protected
• Avoid tracking personal devices or monitoring outside of work hours, especially for remote or hybrid employees
• Use privacy-friendly tools that support transparency and employee trust

Consistent communication and a written policy are key to lawful monitoring in Russia. Businesses that ignore these rules risk fines, audits, or employee claims.

Japan

Japan doesn’t have a law specifically for employee monitoring, but workplace privacy is covered under the Act on the Protection of Personal Information (APPI). This law applies nationally and covers both private-sector employers and public organizations.

Monitoring is legal when it serves a business need, but employers are expected to follow key principles: obtain employee consent, avoid excessive surveillance, and be transparent about what’s being tracked.

To stay compliant

• Let employees know what will be monitored, whether it’s screen activity, login times, or productivity analytics
• Get consent in writing, especially if your team is remote or working under a hybrid model
• Avoid highly invasive tools such as constant webcam feeds, full keystroke logging, or tracking outside of work hours
• Use only what’s necessary for business operations, and document your practices clearly

Japan’s privacy culture also emphasizes employee trust. Being upfront about your employee monitoring features protects your business and supports a healthier workplace dynamic.

Brazil

Employee monitoring in Brazil is regulated nationwide through the LGPD, which is the General Data Protection Law. This law is modeled after the EU’s GDPR and applies to all private-sector businesses nationwide.

It outlines how personal information, including employee data, must be collected, used, and protected.

Monitoring is legal in Brazil. However, it is only allowed when there is a valid business reason, and employees must be informed beforehand. The law allows employees to access, correct, or delete their data when appropriate.

To stay compliant:

• Be transparent about any employee monitoring software you use, especially for tasks like screen monitoring, attendance tracking, or time tracking
• Explain why this data is collected and how it supports productivity or security goals.
• Only collect what’s necessary for business purposes and avoid tracking activity unrelated to the job.
• Secure all employee data and limit access to authorized staff only.

Whether your team is remote, hybrid, or in-office, following LGPD guidelines helps ensure that your monitoring practices are legal, respectful, and trust-building across your workforce.

India

India does not have a specific law dedicated to employee monitoring, but data privacy is still taken seriously under national legislation. 

The Information Technology Act and recent Supreme Court rulings require employers to justify why data is being collected and to obtain consent when monitoring workplace activity.

In 2023, India passed the Digital Personal Data Protection Act, which introduces formal rules for how organizations handle personal information, including employee data. 

While the complete enforcement framework is still rolling out, it marks a clear move toward stronger privacy compliance across all sectors.

To stay compliant:

• Be transparent about what is being monitored, such as time tracking, performance data, or computer usage
• Let employees know how their data will be used and stored, especially in remote or hybrid work setups.
• Always collect consent before using screen monitoring or tracking tools.
• Limit tracking to tasks that are directly related to job performance or security.

Until India’s new privacy law is fully enforced, ethical practices that prioritize trust are best. Staying ahead of compliance now will help your business adapt quickly as legal standards evolve.

Singapore

The Personal Data Protection Act (PDPA) regulates employee monitoring in Singapore, which applies to all private-sector organizations. This law outlines how personal data can be collected, used, and shared, including data collected through workplace monitoring.

Monitoring is allowed when it supports legitimate business operations. Employers must notify employees if they plan to collect personal information.

This includes monitoring for attendance, productivity analytics, or computer activity. Consent may not be mandatory in all cases, although transparency is always required.

To stay compliant:

• Let employees know what types of data will be monitored and why it is necessary for the business.
• Explain how the data will be stored, protected, and used, whether you’re tracking time, screen activity, or login behavior.
• Create a clear and accessible policy that outlines all monitoring procedures.
• When managing hybrid teams or in-office setups involving company and personal devices, be especially clear.

Tools supporting transparency and purpose-based monitoring can help companies maintain trust while meeting PDPA obligations.

South Africa

In South Africa, employee monitoring is regulated under the POPIA (Protection of Personal Information Act). This law applies directly to the workplace and outlines how companies must handle employee data.

Monitoring is permitted, although employers are required to collect only the data necessary for business operations. Employees must be notified before any monitoring begins, and its purpose must be clearly explained.

To stay compliant:

• Focus your monitoring policies on legitimate business needs such as security, compliance, or productivity analytics
• Inform employees about what is being tracked, whether that includes attendance, screen activity, or login times
• Avoid tracking personal browsing, emails, or social media unless it directly relates to job performance and you have prior approval
• Make sure your privacy policy is written in clear language and shared during onboarding or remote work setup.

Following POPIA helps businesses maintain legal compliance while reinforcing employee trust, especially in remote, hybrid, or distributed workforce environments.

South Korea

South Korea enforces some of the strictest employee privacy laws in the world. Monitoring is legal, but employers must meet high standards to stay compliant. 

Most types of employee monitoring require written consent in advance, and the law limits surveillance to situations necessary for business operations.

To comply with South Korean privacy rules:

• Be transparent about what is being monitored, whether it involves computer activity, login times, or screen monitoring
• Provide a clear explanation of why each type of tracking is needed and how the data will be stored.
• Get written consent from employees before any monitoring begins, including for remote, hybrid, or in-office work
• Avoid over-collecting data or tracking outside work hours, unless it is job-related and agreed upon in advance.
• Secure all personal information and limit access to authorized personnel only.

By building clear policies and prioritizing transparency, businesses can manage employee monitoring in South Korea while respecting workplace privacy and complying with strict legal standards.

No matter where your team is based, the key to staying compliant is having a transparent monitoring policy, obtaining consent where required, and only tracking what’s necessary. Let’s look at the best ways to do it.

How to legally and ethically monitor employees: 8 common methods & best practices

Monitoring method	Legal considerations (US/Canada/Australia)	Legal considerations (EU/UK/Asia)	Best practices
1. Computer and workstation monitoring	Allowed under ECPA. Some states/provinces (e.g., Connecticut, Alberta) require written notice. NSW (Australia) mandates 14 days’ notice.	GDPR/UK GDPR requires transparency and a valid reason. Japan and South Korea require consent. Russia mandates prior notice.	Notify employees in advance. Limit tracking to work-related tasks. Avoid over-monitoring and document all policies clearly.
2. Internet and social media monitoring	Employers can monitor company network activity. Some states and provinces prohibit requesting personal social media access.	GDPR limits this to business need only. UK, Singapore, and South Africa require disclosure. Personal accounts cannot be accessed.	Establish a clear internet use policy. Avoid personal account access. Monitor only for work-related purposes.
3. Keystroke logging and screen monitoring	Legal on company devices, but states like Connecticut and provinces like Quebec may require consent. Australia varies by state.	Generally prohibited under GDPR. Japan allows it only with consent. South Korea requires written approval.	Use only if essential. Choose screen monitoring over keystroke logging. Get consent in writing and be transparent.
4. Monitoring emails and private messages	Permitted on company systems. Consent often required in states like Delaware, provinces like BC, and under Australia’s notice laws.	Requires clear justification and consent under GDPR and UK GDPR. Same applies in South Korea and Brazil. Japan limits access.	Clarify which messages can be monitored. Never access private accounts. Retain data only as long as necessary.
5. Phone call and voicemail monitoring	Consent rules vary. One-party consent is legal in some US states; others require all parties. Explicit consent is required in Canada and Australia.	GDPR and UK law require explicit consent. South Korea and Japan mandate written consent. Russia requires prior notice.	Always disclose call monitoring. Obtain proper consent. Use recordings only for compliance or quality purposes.
6. Video surveillance	Legal for security purposes. Covert monitoring is banned in many areas including NSW and Quebec unless approved by legal authority.	Monitoring must be justified and disclosed. Hidden cameras are banned in most countries. Consent is key in Japan and Korea.	Use visible cameras in shared areas. Never monitor private spaces. Explain the purpose and limit data access.
7. Monitoring personal devices (BYOD Policies)	Allowed under clear BYOD policy. Cannot access personal data. Provincial and state laws may impose additional limits.	Highly restricted under GDPR. Singapore and Japan allow limited work-related monitoring with notice. Korea requires strict consent.	Have a written BYOD policy. Monitor only business data. Avoid scanning personal apps or files.
8. GPS tracking of employees	Legal for company vehicles and during work hours. Tracking personal vehicles or outside hours may require consent and justification.	GDPR and UK GDPR require a business reason beyond consent. Japan, Korea, and Brazil demand strong justification for tracking locations.	Notify employees and explain why tracking is used. Track only during work hours and avoid personal data collection.

Conclusion

Employee monitoring can help you boost productivity, improve security, and meet compliance standards. But it also comes with fundamental legal and ethical responsibilities, especially when you’re managing teams across multiple countries.

The rules regarding employee monitoring vary depending on whether your employees are in the US, EU, UK, Canada, Australia, Mexico, Japan, Brazil, South Korea, or elsewhere. 

Failing to follow them could lead to lawsuits, regulatory penalties, or a breakdown in trust.

Are you confident your monitoring practices follow the law everywhere your team works?

To stay compliant, you need more than monitoring software. You need a strategy that prioritizes transparency.

Time Doctor features helps you monitor employee activity in a legal, ethical, and trusted way, no matter where your team is based.

Get started with Time Doctor today and see how easy it is to track time, measure productivity, and support compliance across a global workforce.