Key Updates in Rules and Risks of Employee Monitoring

Key Updates in Rules and Risks of Employee Monitoring

Blog WilmerHale Privacy and Cybersecurity Law
Use of company devices and employee communications are often key issues in trade secret and related litigation. For the most part, United States law has been very supportive of an employer’s ability to engage in aggressive employee monitoring, as long as there is appropriate communication to employees about these activities. Most employers have policies in place to notify employees that they do not have a reasonable expectation of privacy in company devices, communications and networks, and that the company may monitor such electronic systems for any legitimate business purpose. 
These historic practices are now facing new challenges. Employers should be aware of recent laws in several jurisdictions that require employers to give employees certain notices of electronic monitoring.
In this WilmerHale client alert titled “New Rules and Risks in Employee Monitoring,” we share some updates around laws governing employee monitoring. 


More from this series


Unless you are an existing client, before communicating with WilmerHale by e-mail (or otherwise), please read the Disclaimer referenced by this link.(The Disclaimer is also accessible from the opening of this website). As noted therein, until you have received from us a written statement that we represent you in a particular manner (an "engagement letter") you should not send to us any confidential information about any such matter. After we have undertaken representation of you concerning a matter, you will be our client, and we may thereafter exchange confidential information freely.

Thank you for your interest in WilmerHale.