{"id":5294,"date":"2026-04-28T18:41:15","date_gmt":"2026-04-28T18:41:15","guid":{"rendered":"https:\/\/shegerianconniff.com\/?p=5294"},"modified":"2026-04-28T18:41:15","modified_gmt":"2026-04-28T18:41:15","slug":"can-your-employer-monitor-you-off-the-clock-what-the-law-says","status":"publish","type":"post","link":"https:\/\/shegerianconniff.com\/dev\/can-your-employer-monitor-you-off-the-clock-what-the-law-says\/","title":{"rendered":"Can Your Employer Monitor You Off the Clock? What the Law Says"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">With the pandemic came a sharp increase in companies switching to remote work. Instead of long, stressful commutes, workers ate, moved to another room, and started their workday. This new, relaxed setting boosted productivity. It also blurred the line between \u201coffice\u201d and \u201chome.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As employees were handed company phones, company laptops, and passwords to remote servers and software, employers also felt that they had the right to control what their employees did during and even beyond regular work hours. When your employer spends so much time watching what you do, do they ever have the right to monitor you outside of the workday?<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><a href=\"https:\/\/shegerianconniff.com\/dev\/\">Californians are protected<\/a> by some of the toughest employment laws in the nation. Get to know the different laws and the California Constitution that keep employers from delving too far into your personal life.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">California\u2019s First Constitution &#8211; Right to Privacy<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Since the first California Constitution was approved in 1849, it has undergone hundreds of changes. It covers important topics such as taxes, natural resources, medical research, and the Declaration of Rights.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s in the Declaration of Rights where your right to privacy is mentioned. Section 1 states: \u201cAll people are by nature free and independent and have inalienable rights.\u201d Further into that right, it states, \u201cpursuing and obtaining, safety, happiness, and privacy.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You do have the right to privacy. For your employer to monitor what you do outside of work is often illegal, but not always. They have to prove they meet the criteria for legal monitoring. Courts generally apply a &#8220;balancing test&#8221; to determine this.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Legitimate Work-Related Interest: Does your employer have a legitimate, work-related reason to monitor your activities outside of work hours?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reasonable Expectation of Privacy: Would any reasonable person expect privacy in this situation?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Severity of the Intrusion: How deeply does your employer look into your private life and activities?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">When you\u2019re not working, you have every right to expect privacy. Your employer must prove that your activities negatively and directly affect their business. If they cannot, they\u2019re not allowed to invade your privacy.<\/span><\/p>\n<p><strong>California Penal Code Section 637.7 &#8211; Electronic Tracking<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">One of the easiest ways for a company to track your off-the-clock activities is by <a href=\"https:\/\/shegerianconniff.com\/dev\/when-to-know-if-your-employer-is-overstepping-with-ai-surveillance-tools\/\">monitoring you on company devices<\/a>. Under California Penal Code Section 637.7, it is illegal for anyone to use electronic tracking to determine another person&#8217;s location or movement without permission.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You should, however, check your employee handbook. There may be rules about the company&#8217;s right to track the location of company-owned devices. They usually have the right to track company equipment, such as laptops, phones, or vehicles, during work hours. Outside of work hours is problematic.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If your company uses keyloggers or other software to track your activity on the work laptop, they do have the right to track what you\u2019re doing, but again, laws are usually limited to work hours only.<\/span><\/p>\n<p><strong>California Labor Code Section 96(k) &#8211; Conduct During Nonworking Hours<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">California Labor Code Section 96(k) also protects you. It authorizes California\u2019s Labor Commissioner to allow &#8220;claims for loss of wages as the result of demotion, suspension, or discharge from employment for lawful conduct occurring during nonworking hours away from the employer\u2019s premises.&#8221;\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This means that when you\u2019re off the company grounds and not working, you have the right to do what you want. Your conduct must be \u201clawful.\u201d You could peacefully attend a political protest and not be fired by the company.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you enjoy edibles, which are legal in California, your employer cannot fire you for recreational drug use on your week off. You cannot show up to work while impaired, however.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But if you\u2019re using a work laptop to send indecent photos to another coworker on the weekend, that\u2019s a problem. Your employer might have a valid case against your unlawful actions.<\/span><\/p>\n<p><strong>California Labor Code Section 980 &#8211; Social Media<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Most people use some form of <a href=\"https:\/\/shegerianconniff.com\/dev\/workplace-social-media-policies-and-employee-free-speech-rights\/\">social media<\/a> nowadays. Whether you spend time scrolling through videos on TikTok or post photos to Instagram, your company is not allowed to:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Request or require you to share your username and password<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Force you to log into your account in HR or your supervisor\u2019s office so that they can view your private posts or photos.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Require you to add them as a contact\/friend.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Be aware that if you have your profile set to public, they\u2019re allowed to view anything visible to the public. They cannot use the public information and posts you share to force you to share things you\u2019ve posted off-the-clock.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you\u2019ve made public statements about your salary, benefits, or working conditions, they cannot use that against you. Doing so violates the National Labor Relations Act.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Bring Your Own Device to Work &#8211; BYOD<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Most companies allow you to bring your personal device into the workplace. You have your smartphone with you in case your child\u2019s school calls. You also bring a tablet to use as an e-reader during lunch. This can create issues you need to consider.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Your IT department may require you to create a Mobile Device Management profile. This gives your company the ability to see your app usage and location. It could even allow them to delete or wipe information.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Legally, your company should only be allowed to access your devices for IT-related purposes, such as ensuring your phone doesn\u2019t pose a security risk. Any access to your personal files or messages is a breach of privacy.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Situations Where Monitoring is Legal<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">While you have a right to privacy, there are some exceptions in which your employer is justified in monitoring your off-the-clock activities.<\/span><\/p>\n<p><b>Harassment\/Discrimination<\/b><span style=\"font-weight: 400;\"> \u2013 You\u2019re using social media to harass or discriminate against a coworker, and that coworker complains. Your employee is legally required to investigate the complaint.<\/span><\/p>\n<p><b>Public Safety Roles<\/b><span style=\"font-weight: 400;\"> \u2013 Your job is public-facing, such as a police sergeant, immigration agent, or fire department captain. Your expectation of privacy may be affected by off-duty actions, especially if you do something like admit to racial bias during an arrest or rescue, or knowingly violate policies.<\/span><\/p>\n<p><b>Trade Secrets\/Non-Compete Issues<\/b><span style=\"font-weight: 400;\"> \u2013 If you work in a role where trade secrets need to be protected, and you\u2019ve been sharing those trade secrets with the competition, your company may be allowed to review your activities outside normal work hours to determine whether you violated a non-compete clause that could damage their business.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Is Your Employer Invading Your Off-the-Clock Hours?<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Make sure you regularly review your Employee Handbook and any Electronic Communications Policy when you take a job and when you receive an updated copy. These policies cannot override your guaranteed right to privacy, but they do outline the guidelines your company has in place.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s a good policy to turn off work-issued devices when you log off for the day. Switch to your personal laptop and phone to avoid any potential issues with your activities being tracked.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you are certain your company is illegally monitoring your activities outside of your work hours, gather as much evidence as you can. Screenshots, emails, text messages, and meetings with your management team help build your case. You want to bring anything relevant to an attorney who specializes in employment law.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Shegerian-Conniff specializes in employee monitoring rules and is happy to advise you if your employer is overstepping the bounds of legal monitoring and engaging in illegal spying. <a href=\"https:\/\/shegerianconniff.com\/dev\/contact-our-employment-law-firm-shegerian-conniff\/\">Schedule a free consultation<\/a> today.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>With the pandemic came a sharp increase in companies switching to remote work. Instead of long, stressful commutes, workers ate, moved to another room, and started their workday. This new, relaxed setting boosted productivity. It also blurred the line between &hellip; <a href=\"https:\/\/shegerianconniff.com\/dev\/can-your-employer-monitor-you-off-the-clock-what-the-law-says\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":4861,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[15],"tags":[],"class_list":["post-5294","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Can Your Employer Monitor You Off the Clock? 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