Data Privacy, Privacy

Are Your Employee Monitoring Practices Compliant with the Connecticut Data Privacy Act (CTDPA)?

July 31, 2025

Using employee monitoring tools without clear privacy safeguards? You could be violating the Connecticut Data Privacy Act (CTDPA). Here’s what your business needs to know to stay compliant.

Understanding Employee Monitoring in the Age of Data Privacy

Remote and hybrid work environments have prompted many businesses to adopt employee monitoring tools—from time-tracking apps and keystroke loggers to email surveillance and webcam access. While these tools aim to boost productivity and security, they often collect personal data that falls under modern data privacy laws.

In Connecticut, the Connecticut Data Privacy Act (CTDPA) has introduced clear limitations on how businesses collect, process, and store personal data—including that of employees, contractors, and job applicants.

What the Connecticut Data Privacy Act (CTDPA) Says

The CTDPA, which went into effect on July 1, 2023, applies to companies that:

Conduct business in Connecticut or target Connecticut residents
Control or process the personal data of at least 100,000 consumers (or 25,000 if selling personal data)

Although the law primarily targets consumer data, many of its principles—such as transparency, data minimization, and purpose limitation—also apply to internal data collection, especially when sensitive information is involved.

Key privacy obligations under the CTDPA that affect employee monitoring practices include:

Providing clear notice of any monitoring activities
Collecting only what is necessary and proportionate to the stated purpose
Ensuring secure handling and storage of employee data
Allowing for data subject rights such as access, correction, or deletion (where applicable)

Why This Matters to Your Business

Failing to align your employee monitoring practices with the CTDPA requirements could expose your company to:

Regulatory penalties or investigations from the Connecticut Attorney General’s Office
Increased employee distrust, complaints, or legal claims
Gaps in your overall data governance strategy

Even if your business is headquartered outside Connecticut, you may still be subject to the CTDPA if you employ Connecticut residents or handle their data through centralized systems.

If your HR or IT department uses productivity tracking software, security surveillance, or analytics tools, you must review how that data is collected and managed—and ensure it complies with the CTDPA obligations.

How Curated Privacy LLC Can Help

At Curated Privacy LLC, we partner with companies to ensure their internal operations—including employee monitoring—are privacy-compliant and ethically sound.

We help you: