Monitoring falls into two categories, checking the quality and quantity of work completed  (e.g. counting the number of calls made by a tele-sales operator) and secondly checking the employee is complying with the employer's standards of behaviour.  The overriding principle in both cases is that any employee monitoring should not unnecessarily intrude in the employees' privacy.

• Employees should be told that a particular form of monitoring may take place and the purpose for which the information is collected.

• Access to monitored data should be strictly controlled and the data only used for the original defined purpose.  

• Employers should have a clear policy for telephone, email and internet use and monitoring should only take place in accordance with that policy.  Internet access gives employees the means to view pornography.  It is a criminal offence to possess indecent images of children under 16.  Other material may be distasteful but it is not a criminal offence to view it.

• A simple ban on access to 'pornography' is not sufficient, employers must be more specific and give reasons for such action.

• If an employer permits an employee to use the internet during their free time it is difficult to see what harm gaining access to pornographic internet sites is causing the employer.

• Recognise that if the policy is not strictly enforced e.g. turning a blind eye to some private telephone calls, it is practice rather than policy which will be overriding.

• Generally telecomm and email monitoring should be confined to business traffic statistics unless the employer has clear business grounds to the contrary.