Covert monitoring


• employers should not engage in covert surveillance unless there is evidence of criminal activity or equivalent malpractice;


• covert surveillance should only be implemented to investigate a particular problem that has been identified, and should be limited to a short time period. The information gathered and used should relate only to the particular problem being investigated, unless it reveals something that no employer could reasonably ignore. Information and images irrelevant to the investigation should be securely discarded.