As a result of recent security breaches, large scale hacking and other cyber security threats in the workplace, there is increasing pressure on businesses to implement more secure systems which can help prevent these types of threats. In addition to increased surveillance and other security technology, there has also been an uptake in the number of businesses which are introducing biometric authentication methods and facial recognition technologies into the workplace to increase their security, ease of access and precise data collection.
Is big brother watching us at work, and if not, should it be? The issue of surveillance at work and how far employers are able to go in surveilling their employees is a vexed question. Not only does it raise significant legal issues but also may have significant consequences for the culture of the workplace. In additional to the increased use of artificial intelligence and automation, surveillance is also an extremely important development that is changing the nature of the workplace.
‘Privacy at work’ was the subject of our last article, where we provided a crash course on the topic of an employer’s obligations regarding privacy under the Australian Privacy Principles (“APPs”).
This week, we further consider the topic of privacy at work from a more practical perspective, and answer some of the questions that we are frequently asked by our clients about the Privacy Act 1988 (Cth) (“Privacy Act”). If you haven’t already read our last client alert, we highly recommend you catch up on it before reading on.
Workplace privacy has come to focus recently, in light of the recent fifth annual “Privacy Awareness Week” in Australia, an event organised by the Office of the Australian Information Commissioner to raise awareness about the country’s regulation of how businesses and agencies deal with private personal information.