Increasing technological capabilities have undoubtedly assisted businesses. They have also, however, allowed employers to monitor and track an employee’s e-mail and internet usage carefully. All employers may not be required to abide by the Privacy Act 1988 (Cth), however, best practice suggests that employers should disclose to employees what sort of information he or she is collecting and when a business will be prompted to access this information. A business can use the monitoring of an employee’s internet and e-mail usage for various purposes, but employers need to ensure that they respect an employee’s privacy.

Workplace Policy

For a business to avoid any disputes relating to the access of an employee’s Internet and e-mail usage, the business should have a clear workplace policy that addresses the following issues:

  • appropriate usage of the Internet or e-mail in the workplace environment;
  • prohibited usage of the Internet or e-mail in the workplace environment;
  • details of the employees who may be able to collect employee data relating to internet and e-mail usage;
  • details of the monitoring and auditing process; and
  • penalties relating to the misuse or breach of the workplace policies.

Employee Handbook

If an employer develops a workplace policy that allows for access to an employee’s Internet and e-mail usage, the employee should be aware of what information he or she is collecting and under what circumstances the business can access it. 

An Employee Handbook usually outlines how an employee should behave online as it often includes clauses relating to internet and e-mail usage. When it comes to online privacy, the Employee Handbook should include details such as:

  • the activities that are considered legitimate when using the Internet or e-mail in the workplace,
  • the consequences relating to improper use of the Internet and e-mail in the workplace and,
  • the employee’s ability to be involved in the process of developing the workplace policy.

Employees are often not aware of the level of access an employer has to their e-mail or internet usage. The key is to ensure transparency of the workplace policies, particularly when it comes to monitoring and access.

Conclusion

Although workplace policies and an employee handbook can help to minimise disputes relating to privacy, this is an evolving area of law. As an employer, you will need to balance your business’ interests with your employee’s right to privacy. If you are unsure of your obligations when accessing details of your employees’ online usage, contact one of LegalVision’s experienced employment lawyers – we would be delighted to assist you and answer any of your questions.

About LegalVision: LegalVision is a tech-driven, full-service commercial law firm that uses technology to deliver a faster, better quality and more cost-effective client experience.
Kristine Biason

Get a Free Quote Now

If you would like to receive a free fixed-fee quote or get in touch with our team, fill out the form below.

  • We will be in touch shortly with a quote. By submitting this form, you agree to receive emails from LegalVision and can unsubscribe at any time. See our full Privacy Policy.
  • This field is for validation purposes and should be left unchanged.

Privacy Policy Snapshot

We collect and store information about you. Let us explain why we do this.

What information do you collect?

We collect a range of data about you, including your contact details, legal issues and data on how you use our website.

How do you collect information?

We collect information over the phone, by email and through our website.

What do you do with this information?

We store and use your information to deliver you better legal services. This mostly involves communicating with you, marketing to you and occasionally sharing your information with our partners.

How do I contact you?

You can always see what data you’ve stored with us.

Questions, comments or complaints? Reach out on 1300 544 755 or email us at info@legalvision.com.au

View Privacy Policy