As an employer or as an employee, surveillance in the workplace is a matter of concern for all. We examine some of the issues and legislation surrounding legitimate monitoring.
Under the Lawful Business Practice Regulations employers are entitled to conduct workplace monitoring, providing they comply with other legislation including the Data Protection Act and the Employment Practices Data Protection Code

Monitoring may take the form of physical surveillance, e-mail, internet, voicemail and telephone surveillance which has been designed to protect against breaches of "acceptable use". There is also the right (subject to employment contract) to check email and voicemail if an employee is away due to sickness, or to video monitor in order to ensure compliance with health and safety regulations.

Covert Monitoring - whether through "physical" surveillance or the use of secret cameras - can be justified if there is a genuine suspicion that an offence is being committed or an authorised investigation is being undertaken. It should only be undertaken as part of a specific investigation and should cease once the investigation is complete.

For practical assistance and consultation on this difficult issue contact us in the first instance either by email to info@answers.uk.com or by telephoning
0800 980 4 267 and discussing the matter with our commercial team.

Other articles of relevance appear on this site covering related subjects such as Moonlighting , Workplace Monitoring, Business Fraud, Office Fraud, the Compensation Culture, Sickness , Surveillance , Fingerprint Evidence , Serial Saboteurs and Employment Tribunals