NSW employers are already familiar with the concept of managing risks to health and safety and the need to follow a risk management process under WHS laws.

What is perhaps not as well known by NSW employers is that ‘monitoring’ is an activity that falls within the definition of surveillance under NSW’s workplace surveillance laws. Those workplace surveillance laws must be followed by all NSW employers, regardless of what the WHS laws say.

Given that ‘monitoring’ is a form of workplace surveillance, it is important for NSW employers to both understand and know how to comply with workplace surveillance laws.

We have created the following articles to help you do that.