Monitoring & surveillance policy template
A free, ready-to-edit workplace monitoring and surveillance policy template for Australian employers. Set out what you monitor — computers, cameras, location and vehicles — how you give lawful notice, and how data is used, accessed and stored, all in line with workplace surveillance laws. No signup required.
Monitoring & surveillance policy
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By downloading, you agree to our template disclaimer
This monitoring and surveillance policy template reflects Australian workplace surveillance and privacy standards at the time of publication. Surveillance laws differ by state and territory, so it is provided as a general guide to adapt for your business and is not legal advice. It does not constitute legal, HR, or professional advice and should not be relied on as a substitute for advice specific to your business, workforce, or circumstances.
Why your business needs a monitoring & surveillance policy
Yes, employers can lawfully monitor employees in Australia — including staff working from home — but it is heavily regulated and there is no right to unrestricted or covert surveillance. In NSW and the ACT, the Workplace Surveillance Act requires written notice (usually at least 14 days) before computer, camera or tracking surveillance begins, and other states apply their own privacy and listening-device rules. A clear policy is the simplest way to give that notice and stay on the right side of the law.
A documented monitoring policy tells your team exactly what you monitor and why, how surveillance data is used, who can access it and how long it is kept. That transparency protects employee privacy, supports legitimate security and productivity goals, and gives you a fair, consistent basis for any disciplinary action. It pairs naturally with your employee privacy policy and internet use policy.
Store the signed policy and capture every employee’s acknowledgement in your HR software so you can prove notice was given before monitoring started.
What a monitoring & surveillance policy should cover
The core forms of workplace surveillance and the rules around them
Computer monitoring
Email, internet, software, keystroke and remote-work activity on company systems.
Camera surveillance
CCTV and video monitoring of premises, entrances and work areas.
Location tracking
GPS and location monitoring of devices, assets and field workers.
Vehicle monitoring
Telematics and tracking fitted to company vehicles and fleets.
Notice & transparency
How and when employees are told before surveillance begins.
Access & retention
Who can view surveillance data and how long it is stored.
What's included in this template
A complete framework for lawful, transparent workplace monitoring
Purpose & scope
Why the policy exists and which workers, devices and sites it covers.
Policy statement
The organisation's commitment to lawful, proportionate monitoring.
Legal framework
Reference to workplace surveillance and privacy legislation by state.
Types of monitoring
Computer, camera, location, vehicle and communications surveillance.
Notice & consent
How and when employees are notified before surveillance starts.
Prohibited surveillance
No monitoring in bathrooms, change rooms or other private areas.
Use of monitoring data
Permitted and prohibited uses of surveillance information.
Access & security
Who can access data and how it is protected.
Retention & disposal
How long surveillance records are kept and how they are destroyed.
Employee rights & complaints
How staff can raise concerns about monitoring practices.
Review & acknowledgement
Policy maintenance and employee sign-off.
Monitoring employees lawfully in Australia
Notice, proportionality and clear limits keep surveillance compliant
Give written notice before you start
In NSW and the ACT, the Workplace Surveillance Act requires employers to give written notice — usually at least 14 days — before computer, camera or tracking surveillance begins, including for staff working from home. Notice can be built into this policy and your employment contracts. Other states rely on privacy and listening-device laws, so check the rules in your jurisdiction.
Some places are always off-limits
Even with notice, surveillance is prohibited in private areas such as bathrooms, change rooms and shower facilities. Covert (secret) surveillance is unlawful in most cases and generally requires a court or magistrate’s authority. Make these limits explicit so monitoring stays proportionate and lawful.
Forms of monitoring to address
Computer & email
Activity, email and internet use on company systems and devices.
Camera (CCTV)
Video surveillance of premises and work areas.
Location & vehicle
GPS tracking of devices, assets and company vehicles.
Data handling
Access, security, retention and disposal of records.
Surveillance data can support disciplinary action for genuine policy breaches — but only where employees were properly notified and the monitoring was lawful. Apply any action consistently through a documented process.
Set out a clear purpose for each form of monitoring, collect only what you need, and keep it for no longer than necessary. For broader help drafting and rolling out the document, follow our guide on how to write a workplace policy, and review the Fair Work and employment law basics that sit alongside surveillance obligations. The relevant state and territory regulators and the Office of the Australian Information Commissioner publish detailed guidance on workplace surveillance and privacy.
Who should use this template?
Any Australian business that monitors staff, premises or vehicles
Especially important for businesses introducing CCTV, computer monitoring or GPS tracking for the first time — notice must be given before surveillance starts.
Compliance resources
Official guidance on workplace surveillance and privacy.
Manage your policies the easy way
RosterElf helps Australian businesses store policies, capture employee acknowledgements at onboarding and keep a clear audit trail of who was notified — all in one place.
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Monitoring & surveillance policy FAQ
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It is a document that sets out how and why an employer monitors employees — covering computer and email use, CCTV cameras, location and vehicle tracking — and the rules around it. It explains what is monitored, how notice is given, how data is used, accessed and stored, and where surveillance is prohibited, so monitoring stays lawful and transparent.
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Yes. Use it as a foundation, then tailor it to the surveillance you actually conduct, your IT systems and the laws in your state or territory. Surveillance rules differ across Australia, so review the requirements in your jurisdiction and seek legal advice for anything sensitive. Store the finished policy and acknowledgements in your HR software.
Before you download
General information only — not legal advice
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.