Ontario Electronic Monitoring Policy Due by October 11, 2022

This written policy requiresemployers to disclose to employees if they are being electronically monitored.

On April 11, 2022, Bill 88, Working for Workers Act, was enacted. This bill added new provisions to the Employment Standards Act, 2000 (ESA). One of them requires Ontario businesses with 25 or more employees to have a written employee Electronic Monitoring Policy for their workplace by October 11, 2022.

Electronic monitoring includes all forms of employee monitoring that are done electronically during working hours. Example: tracking employee movements through access cards and GPS devices on delivery vehicles, and tracking employee website visits, emails, and online chats.

If your employees are monitored, the policy must include the following:

  • A statement that your business electronically monitors employees.
  • A description of how and in what circumstances your business may electronically monitor employees.
  • The purposes for which the information obtained through electronic monitoring may be used by your business.
  • The date the policy was prepared.
  • The date any changes were made to the policy.
  • Any other information as prescribed

Employers must provide a copy to all employees within 30 days from October 11, 2022, or earlier, or within 30 days after any changes are made to the policy, and retain a written copy of this policy for three (3) years.

Starting in 2023, employers with 25 or more employees in Ontario on January 1 of any year must have the policy in place before March 1 of that year.

If you don’t have the policy in place, your company could be fined for non-compliance (e.g., $250 for the first contravention, multiplied by the number of employees affected).

Do I still need the policy if I don’t electronically monitor 25+ employees?

Yes. In this case, the policy must specifically state that your business does not electronically monitor employees.

Your policy could change in the future and when you decide to use electronic monitoring, reasonable notice needs to be provided to all staff.

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Pascale Guichard

Consultante Acquisition de talents

Pascale a occupé plusieurs postes en tant que Consultante en acquisition de talents. Elle a aussi été coach carrière et conseillère juridique en droit de l’emploi. Elle est spécialisée dans le recrutement corporatif de cadres exécutifs et professionnels ainsi que dans le recrutement pour l’industrie juridique. Pascale est passionnée par les ressources humaines et le recrutement ainsi que par l’enseignement qu’elle a pratiqué durant plus de 10 ans en France où elle enseignait en droit de l’emploi et les RH. Quand elle ne travaille pas, Pascale aime voyager, cuisiner, la marche et la randonnée et passer beaucoup de temps avec son mari et ses amis. Pascale est très dévouée et elle aime particulièrement accompagner les candidats dans leur recherche d’emploi et les guider dans les meilleurs choix de parcours professionnel. Elle est reconnue pour l’excellence de son service envers ses clients et les candidats.

Pascale Guichard

Talent Acquisition Consultant

Pascale has held several positions as a Talent Acquisition Consultant. She has also been a career coach and legal advisor in employment law. She specializes in corporate recruitment of executives and professionals as well as in recruitment for the legal industry. Pascale is passionate about human resources and recruitment as well as teaching, which she practiced for over 10 years in France where she taught employment law and HR. When she is not working, Pascale enjoys traveling, cooking, walking and hiking, and spending a lot of time with her husband and friends. Pascale is very dedicated and she particularly enjoys supporting candidates in their job search and guiding them in the best career path choices. She is recognized for the excellence of her service to her clients and candidates.