Protecting employee privacy is one of Workstatus’ core principles. Employees have complete control over when they want to track time, and they receive notifications when time tracking starts and when Workstatus takes screenshots.
Furthermore, employees have full access to their tracked data. If there is any accidental tracking of non-work-related tasks, employees can delete the data, including screenshots, directly from their activity dashboard without requiring admin permissions.
Transparency, access, and control over personal data are fundamental values at Workstatus. To learn more about how tracking works with Workstatus, we invite you to explore our detailed documentation.
Employee monitoring laws in India:
In India, employee monitoring is generally allowed, but it is important to comply with applicable laws and regulations. Employers should ensure they have a clear monitoring policy in place and obtain consent from employees. Employees should have access to their collected data, and monitoring should be done for appropriate purposes.
Employee monitoring laws in the Middle East:
Employee monitoring laws in the Middle East can vary by country. It is important for employers to familiarize themselves with local labor laws and regulations. Generally, employers should establish clear monitoring policies, obtain employee consent, and ensure that monitoring is done for appropriate purposes. Employees should have access to their collected data.
Employee monitoring laws in the United States
Employee monitoring is generally legal in the United States, but it requires employee consent. The Electronic Communications Privacy Act of 1986 cover monitoring in the workplace under 18 U.S. Code § 2511:
“(iv) such use or endeavor to use (A) takes place on the premises of any business or other commercial establishment, the operations of which affect interstate or foreign commerce; or (B) obtains or is for the purpose of obtaining information relating to the operations of any business or other commercial establishment the operations of which affect interstate or foreign commerce.”
While federal laws do not require businesses to obtain permission to monitor employees, the specific regulations depend on the state in which you operate.
For example, in New York, businesses are required to provide written notice to employees upon hiring and annually stating that monitoring will take place (NY A1920A). The method of monitoring should also be clearly specified.
Workstatus does not violate any laws in this scenario or in other states with similar guidelines to New York. Only team members have control over when they track their work, and they must provide consent and grant permissions when downloading the app.
However, we advise consulting with legal counsel for any specific questions or concerns you may have.
Monitoring laws in the European Union (EU)
Monitoring laws in the EU are primarily governed by the General Data Protection Regulation (GDPR). Monitoring is permitted as long as employee consent is obtained and users have full access to their data. Workstatus never tracks activity without your knowledge, and you have complete control over your data. To learn more, please refer to our GDPR compliance details.
Monitoring laws in Canada
In Canada, businesses are allowed to record their employees’ work as long as they establish a clear monitoring policy and obtain consent. Employees have the right to refuse to monitor and should have full access to their collected data, including tracked time, screenshots, and activity reports. According to section 5(3) of the Personal Information Protection and Electronic Documents Act (PIPEDA):
“An organization may collect, use or disclose personal information only for purposes that a reasonable person would consider appropriate in the circumstances.”
Workstatus complies with all applicable laws and guidelines in this regard.
