Electronic Monitoring: What Employers Need to Know about Developing a Written Policy

On July 13, 2022, the Authorities of Ontario printed a chapter in its guide to the Work Standards Act (“ESA”) on the not too long ago legislated prerequisite for companies to build a created coverage on digital checking. “Electronic monitoring” incorporates all kinds of personnel monitoring that is completed electronically. The intent of this new prerequisite is for businesses to be transparent about irrespective of whether they electronically monitor staff by describing how and in what situations they check and by stating the purposes for which the info obtained might be applied.

Down below we have summarized the needs and needed contents of the digital checking policy and have offered critical takeaways.


Given that coming into force on April 11, 2022, companies who electronically keep track of its workers and used 25 or extra staff in Ontario on January 1, 2022 should put into practice a created electronic monitoring coverage by October 11, 2022. Commencing in 2023, companies with 25 or far more employees on January 1 of any 12 months need to have a composed policy in area in advance of March 1 of that 12 months.

When pinpointing how several workers an employer has on January 1 of any yr, it need to include things like aspect-time and casual staff members, not just whole-time staff. The number of staff members ought to also incorporate workforce from all of the employer’s places in Ontario. Assignment employees of momentary help agencies are workers of the agency, not of the agency’s clientele.

If, on January 1 of a presented year, an employer does not fulfill the 25 employee threshold, this will be assumed for the remaining calendar year, even if the employee rely increases at a afterwards issue that 12 months. This suggests that the ESA need for a created plan on electronic checking will not use.

If, on January 1 of a presented calendar year, an employer employs 25 or a lot more employees, then the ESA need will utilize for the remaining calendar calendar year, even if the worker rely decreases at a later level that calendar year.


An employer’s published policy on digital monitoring of workers is not expected to be the identical for all of its staff, as very long as it consists of the next info:

  1. A statement as to no matter whether the employer engages in digital checking of employees.
  2. In which the employer does electronically monitor workforce, the plan must also include the subsequent facts:
    • A description of how the employer may well electronically keep track of employees.
    • A description of the conditions in which the employer may possibly electronically watch staff.
    • The purposes for which data received by means of electronic checking might be utilized by the employer.
  3. The date the policy was geared up and the date any modifications have been created to the plan.

An employer’s written policy should be presented to all employees in just 30 calendar times of the working day the employer is necessary to have the policy in area or the working day the existing policy is staying improved. Businesses may provide the plan to workforce as a printed copy as an attachment to an e-mail if the staff can print a copy or as a url to the doc online if the worker has a fair opportunity to accessibility the document and a printer.

Critical Takeaways

Even though an employer’s written policy ought to incorporate the needs for which it may well use details received via electronic checking, the ESA does not limit the employer’s use of the facts to the said applications.

A grievance can only be created by an personnel to the ministry, or be investigated by an employment requirements officer, wherever there is an alleged contravention of the employer’s obligation to deliver a duplicate of the created plan within just the essential timeframe to its workers. This ESA requirement does not create a proper for staff members not to be electronically monitored by their employer, nor does it produce any new privateness rights for workforce.

For 2022, employers engaged in electronic checking and assembly the 25 staff threshold on January 1, 2022 ought to start building their plan ahead of the Oct 11, 2022 deadline. Thereafter, on January 1 of any yr, the penned policy must be executed by March 1 of that yr. The plan must contain all of the necessary data mentioned higher than and have to be shipped to all personnel in the appropriate format and in the expected timeframe. A copy of each and every composed plan need to be retained for three decades immediately after the policy is no longer in effect.

Quite a few many thanks to Eloise Somera for her support with this web site.