Our disciplinary policy includes a penalty of gross misconduct for covertly recording meetings. Is this lawful?Posted in : Seamus Says - Employment Law Discussion on 1 November 2019
We recently updated our disciplinary policy to include, amongst other updates, a penalty of gross misconduct for employees who covertly record meetings. Is this lawful?
Maybe should they should have asked that before they updated their policies, but there you go, Seamus. Is it lawful?
Seamus: Yeah. Well, it's one of those issues that is interesting because there are so many more devices now. There are so many more ways for people to record conversations. And the idea is always ICO advice is that if you're going to record in a meeting, you get the permission. You inform someone that you're intending to do it, and you get their permission to do it.
A key case in relation to this one is the
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
More on Disciplinary & Grievance
- In relation to long-term absences, what is an appropriate timeline for employers wishing to evoke the disciplinary process?
- The Role of HR in the Disciplinary Process
- Where an Employee Resigns Before Disciplinary Proceedings Have Finished, Are They Entitled to Receive a Copy of the Disciplinary Outcome?
- Irvine v O’Hagan t/a Clearview Cleaners & Property Services 
- Avoiding and Resolving Workplace Conflict & Disputes
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.