New York Enacts Employee Monitoring Notice Law for Private Employers

  • Home
  • /
  • Blog
  • /
  • New York Enacts Employee Monitoring Notice Law for Private Employers
Attorney Harrison Oldham

New York Governor Hochul signed legislation on November 8, 2021 that requires all private employers to notify their employees of their intention to monitor work phones, email, or internet use.


The law, which takes effect on May 7, 2022, will require all private employers, regardless of size, with a place of business in New York State to provide notice upon hire to new employees if the employer does or plans to monitor or intercept telephone or email communications or internet access or usage by the employee; the law does not specifically address notice requirements for current employees.  The notice must be in writing or electronic format and must be acknowledged in writing or electronically by the employee.


Additionally, employers must post a notice in a “conspicuous place which is readily available for viewing by its employees.”  The notice must advise employees that “any and all telephone conversations or transmissions, electronic mail or transmissions, or internet access or usage by an employee by any electronic device or system, including but not limited to the use of a computer, telephone, wire, radio or electromagnetic, photoelectronic or photo-optical systems may be subject to monitoring at any and all times and by any lawful means.”


According to the “justification” section of the bill provided by the sponsors, employers “will retain the right to monitor computer usage, simply with the stipulation that employees are informed of surveillance practices,” which they say “will increase transparency within the organization,” “help to avoid lawsuits and litigation regarding invasion of privacy,” and “permit employees to make informed decisions about their internet use with full knowledge of the ramifications of their actions, while supporting companies’ ability to monitor Internet activity within their organization.”


The bill specifically provides that it does not apply to processes that (1) are designed to manage the type or volume of incoming or outgoing electronic mail or telephone voice mail or internet usage, (2) are not targeted to monitor or intercept the activities of a particular individual, and (3) are performed solely for the purpose of computer system maintenance and/or protection.


Any employer that violates the law will be subject to a maximum civil penalty of $500 for the first offense, $1,000 for the second offense, and $3,000 for the third and each subsequent offense.  The law will be enforced by the state Attorney General, not the Department of Labor, and does not provide for a private right of action.



Want even more advice, given just to you? Sign Up for an annual membership today and receive unlimited advice from SPHR Certified pros & our “Ask An Attorney” blog found only with our Annual Membership. Learn More Here


About Harrison Oldham

Harrison grew up in Mansfield, Texas. He attended Texas A&M University for his bachelor’s degree, where he met his wonderful wife, Kelsey. After graduating magna cum laude from Texas A&M, he attended SMU Dedman School of Law, graduating with honors in 2012. Today, Harrison and his wife live in Dallas, Texas with their son, Teddy.

Since graduating from SMU Law, Harrison has worked exclusively in the field of business law. He has spent time in private practice and in-house, working with clients of every size; from single person startups to Fortune 250 companies. Today his practice focuses on serving the diverse needs of businesses and individuals throughout Texas. You can learn more about Harrison by visiting his website, at: http://lonestarbusinesslaw.com/.

Log in or Register to save this content for later.