The use of information technology at work is becoming increasingly common. For example, there are profilers that, for the purpose of setting the amount of a performance bonus, monitor how much time staff spend on the computer and particular applications, or assess Internet addresses they visit during working hours. Likewise, employers often monitor the use of email and the Internet or record staff conversations to monitor their daily routine and productivity. This article explores cases where this is permitted and where such monitoring or its extent infringes on staff privacy.