Login

Member Login  |   Member PortalJoin Email List  |   Events  |   BLOG  |   VLOG

Q& A: Are we allowed to look through an employee’s email while they are still employed?

Question:

Are we allowed to look through an employee’s email while they are still employed?

Answer from Emily, PHR:

The short answer is yes, you can monitor employee email. As a general rule, employees should not have an expectation of privacy when using company computers or email accounts. That said, the law is not perfectly cut and dry, so you should have both a legitimate business reason for doing so and a policy that puts employees on notice that you do – or could – review their email.

If you decide to monitor employee email, I recommend that you review your handbook policies, especially any that address company equipment or email usage. You should include a policy that says something along the lines of, “All Company-supplied technology, including computer systems and Company-related work records, belong to the Company and not the employee. The Company routinely monitors usage patterns for its email and internet communications. Although encouraged to explore the resources available on the Internet, employees should use discretion in the sites that are accessed.”

If you monitor company email, you should also be consistent in how you do so. For example, if you’re routinely reviewing emails to ensure that employees aren’t conducting personal business on company time, I would recommend that you do so for all employees or everyone in a specific department.

 Sign up to get advice from an HR Pro!

Emily joins the team with over six years of experience in HR, primarily in the healthcare and hospitality industries. She also spent a year running a nonprofit. She graduated college with degrees in Music and Entrepreneurial Business, and her passion for helping and working alongside people led her to the field of HR. In her free time, Emily enjoys traveling and home brewing with her husband.

Related Blogs

22 Feb 2018
Q&A: We’ve become aware of an allegation that an employee has been harassed at work, but the employee doesn’t want to file a complaint…
Question: We’ve become aware of an allegation that an employee has been harassed at work, but the employee doesn’t want to file a complaint. Do we need the employee’s consent...
09 Feb 2018
An employee quit after training and orientation, but before starting their actual job. Do we have to pay them?
Question: An employee quit after training and orientation, but before starting their actual job. Do we have to pay them? Answer from Monica, SPHR, SHRM-CP: Yes, this former employee must...
09 Feb 2018
Q&A: We received a complaint about harassment. How should we respond?
Question: We received a complaint about harassment. How should we respond? Answer from Aimee, GPHR, SHRM-SCP: When a company suspects that an employee has violated its harassment or discrimination policy,...
Subscribe For Updates

Subscribe For Updates

Get more info on our latest course, Side Hustle Blueprint. Human Resources is your JOB. Entrepreneurship is your DREAM. 

You're all set! Check your email NOW.