Compliance Reference

Workforce activity logging on company-owned devices is regulated by Australian federal and state legislation. Several jurisdictions have Acts that specifically address computer surveillance. The legality depends on factors including your jurisdiction, how activity is logged, and whether employees have been appropriately informed. Organisations should seek independent legal advice for their specific circumstances.

Transparency is a consistent requirement across Australian workplace surveillance legislation. Several state Acts include specific provisions relating to employee notification before computer activity logging begins. A clear, written activity logging policy is widely recommended by Australian employment law practitioners regardless of jurisdiction.

Some Australian jurisdictions have legislation that requires a written computer surveillance policy to be established and communicated to employees before activity logging begins. Even where not explicitly required by legislation, a clear activity logging policy outlining what is logged, how, and why is widely considered best practice and may be necessary to demonstrate transparency.

Australian legislation generally distinguishes between company-owned devices and personal devices. Activity logging on company-owned computers is addressed by several state Surveillance Devices Acts and the federal Privacy Act 1988. The specific requirements vary by jurisdiction. ActivityPulse is designed for installation on company-owned Windows devices only.

Links to the relevant federal and state legislation are provided in the sections above. We recommend reading the Acts directly and consulting a qualified employment lawyer for guidance on how the legislation applies to your organisation.

New Zealand has no workplace-surveillance-specific statute. Activity logging on company-owned devices is addressed through the Privacy Act 2020 information privacy principles and the duty of good faith in the Employment Relations Act 2000, with the Crimes Act 1961 addressing interception of private communications and unauthorised access to a computer system. The legality depends on factors including how activity is logged and whether employees have been appropriately informed. Organisations should seek independent legal advice for their specific circumstances.

Transparency is a consistent theme across New Zealand privacy and employment law. The Privacy Act 2020 information privacy principles include provisions on awareness of collection, its purpose, and the means of collection. The Office of the Privacy Commissioner publishes guidance on workplace privacy, including on covert collection. A clear, written activity logging policy is widely considered best practice.

New Zealand does not have workplace-surveillance-specific legislation setting out policy requirements. The Privacy Act 2020 information privacy principles address the collection of personal information and awareness of collection, and the Office of the Privacy Commissioner publishes guidance on workplace privacy. A clear, written activity logging policy outlining what is logged, how, and why is widely considered best practice and may be necessary to demonstrate transparency.

New Zealand does not have a dedicated workplace surveillance statute distinguishing company-owned and personal devices. Activity logging on company-owned computers is addressed through the Privacy Act 2020 information privacy principles and the Employment Relations Act 2000. Requirements for personal or BYOD devices differ. ActivityPulse is designed for installation on company-owned Windows devices only. Organisations should seek independent legal advice for their specific circumstances.

All New Zealand Acts are published free of charge at legislation.govt.nz. Regulator guidance is published by the Office of the Privacy Commissioner at privacy.org.nz. We recommend reading the Acts directly and consulting a qualified employment lawyer for guidance on how the legislation applies to your organisation.

Singapore has no workplace-surveillance-specific statute. Activity logging on company-owned devices is addressed primarily through the Personal Data Protection Act 2012, with PDPC Advisory Guidelines covering the logging of company computer network resource use in the context of managing an employment relationship. The PDPA also contains obligations relating to notification, reasonableness, protection, and retention. The legality depends on factors including your configuration and whether employees have been notified. Organisations should seek independent legal advice for their specific circumstances.

The PDPA includes provisions relating to notification and to the collection, use, and disclosure of personal data for purposes reasonable for managing an employment relationship. PDPC Advisory Guidelines address notification and do not prescribe a format, referring to instruments such as an employment contract, staff handbook, or intranet notice. Organisations should read the Act and the Guidelines directly and seek independent legal advice.

Singapore does not have workplace-surveillance-specific legislation setting out policy requirements. The PDPA includes obligations relating to data protection policies and practices, the designation of a data protection officer, and notification. A clear, written activity logging policy outlining what is logged, how, and why is widely considered best practice and may be necessary to demonstrate transparency.

Singapore’s framework for logging activity on company-owned computers sits primarily under the Personal Data Protection Act 2012, with the Computer Misuse Act 1993 addressing unauthorised access to computer material. PDPC Advisory Guidelines address the logging of company computer network resource use in the context of managing an employment relationship. ActivityPulse is designed for installation on company-owned Windows devices only. Requirements for personal or BYOD devices differ. Organisations should seek independent legal advice for their specific circumstances.

Singapore Statutes Online at sso.agc.gov.sg, maintained by the Attorney-General’s Chambers, is the official source for the Personal Data Protection Act 2012, the Employment Act 1968, and the Computer Misuse Act 1993. Regulatory guidance is published by the Personal Data Protection Commission at pdpc.gov.sg. We recommend reading the Acts directly and consulting a qualified employment lawyer for guidance on how the legislation applies to your organisation.