By Neal Keene HR professionals often implement call monitoring to support employee development, improve customer service, and ensure policy compliance. These are valid goals. But without a legal framework backing these efforts, the risk of unintentionally violating employee rights is high. Even when intentions are good, execution still matters. Monitoring without a clear policy—or in ignorance of state laws—can lead to lawsuits, fines, or internal backlash. HR must understand the line between smart oversight and unlawful surveillance. In fact, Gartner reports that 73% of organizations are already monitoring employee productivity through digital tools, including call recording. With such high adoption, the legal…
Is Your HR Team Listening Legally? Avoiding Compliance Risks in Call Monitoring









