February 26, 2024


Equality opinion

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

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

On July 13, 2022, the Government of Ontario published a chapter in its manual to the Work Benchmarks Act (“ESA”) on the recently legislated requirement for companies to establish a published plan on electronic checking. “Electronic monitoring” involves all sorts of staff checking that is accomplished electronically. The function of this new need is for employers to be transparent about no matter if they electronically check workforce by describing how and in what instances they check and by stating the reasons for which the details attained could be applied.

Down below we have summarized the specifications and necessary contents of the digital checking plan and have made available key takeaways.


Considering that coming into force on April 11, 2022, businesses who electronically keep track of its workers and used 25 or a lot more workers in Ontario on January 1, 2022 must carry out a created digital checking policy by October 11, 2022. Beginning in 2023, businesses with 25 or more staff on January 1 of any year need to have a prepared coverage in position ahead of March 1 of that calendar year.

When pinpointing how numerous workers an employer has on January 1 of any yr, it have to consist of portion-time and relaxed workers, not just complete-time workforce. The variety of staff must also consist of employees from all of the employer’s places in Ontario. Assignment workers of temporary support companies are staff members of the agency, not of the agency’s clients.

If, on January 1 of a offered yr, an employer does not satisfy the 25 worker threshold, this will be assumed for the remaining calendar yr, even if the worker count increases at a later position that 12 months. This means that the ESA prerequisite for a composed policy on electronic checking will not use.

If, on January 1 of a presented year, an employer employs 25 or extra personnel, then the ESA requirement will use for the remaining calendar yr, even if the staff rely decreases at a later position that year.


An employer’s penned coverage on electronic monitoring of employees is not essential to be the same for all of its workforce, as extended as it incorporates the pursuing information and facts:

  1. A statement as to whether or not the employer engages in digital checking of workforce.
  2. Wherever the employer does electronically keep an eye on staff, the plan will have to also contain the adhering to data:
    • A description of how the employer may possibly electronically keep an eye on staff.
    • A description of the situation in which the employer could electronically monitor staff members.
    • The functions for which info acquired by way of electronic monitoring may be utilized by the employer.
  3. The day the coverage was geared up and the day any improvements had been manufactured to the plan.

An employer’s published plan ought to be offered to all workforce inside of 30 calendar times of the day the employer is essential to have the coverage in location or the working day the existing plan is remaining altered. Employers may offer the policy to workers as a printed copy as an attachment to an electronic mail if the personnel can print a duplicate or as a website link to the doc on-line if the worker has a realistic option to obtain the doc and a printer.

Essential Takeaways

Though an employer’s published policy will have to have the purposes for which it could use facts received as a result of electronic checking, the ESA does not limit the employer’s use of the data to the stated purposes.

A complaint can only be designed by an worker to the ministry, or be investigated by an employment expectations officer, the place there is an alleged contravention of the employer’s obligation to offer a copy of the prepared plan inside the demanded timeframe to its workforce. This ESA prerequisite does not build a proper for personnel not to be electronically monitored by their employer, nor does it build any new privacy legal rights for personnel.

For 2022, businesses engaged in electronic checking and conference the 25 staff threshold on January 1, 2022 should really start off acquiring their coverage right before the Oct 11, 2022 deadline. Thereafter, on January 1 of any calendar year, the published policy will have to be applied by March 1 of that yr. The policy should have all of the necessary information and facts mentioned higher than and should be shipped to all employees in the appropriate structure and in just the expected timeframe. A copy of every single written coverage have to be retained for 3 many years following the policy is no more time in effect.

Several thanks to Eloise Somera for her help with this web site.