Recording Colleagues and Managers at Work in Western Australia

Western Australia has no standalone workplace surveillance statute. A conversation with a manager or colleague is covered by the same Surveillance Devices Act 1998 (WA) s.5 that governs every other private conversation in the state, and Western Australia's Fair Work Commission has treated covert recording of colleagues as conduct that can justify dismissal on its own.

Does Western Australia Have a Workplace Surveillance Law?

No. Western Australia has never enacted a dedicated statute governing surveillance of employees, unlike New South Wales (Workplace Surveillance Act 2005) or the Australian Capital Territory (Workplace Privacy Act 2011). Workplace recording in Western Australia, whether by an employer monitoring staff or an employee recording a meeting, is governed entirely by the general Surveillance Devices Act 1998 (WA): s.5 for audio, s.6 for video, and s.7 for tracking devices such as GPS-fitted company vehicles. There is no workplace-specific notice period and no requirement for a court-issued covert authority. The rules that apply to a conversation between neighbours apply, without modification, to a conversation between a manager and an employee.

Jurisdiction scope: This article addresses workplace recording in Western Australia under the Surveillance Devices Act 1998 (WA), the federal Fair Work Act 2009 (Cth), and the federal Privacy Act 1988 (Cth). It does not address workplace surveillance law in other Australian states or territories; for the national picture, see workplace surveillance and monitoring in Australia. For Western Australia's general recording rules, see Western Australia recording laws.

Can You Record a Conversation With Your Manager or a Colleague?

Only with consent or a lawful-interests justification. Section 5(1)(b) of the Surveillance Devices Act 1998 (WA) prohibits recording a private conversation you are a party to, and a closed-door meeting, disciplinary interview, or one-on-one conversation with a colleague will usually meet the Act's definition of a private conversation. Unless every principal party consents, expressly or impliedly, the only other route is the lawful-interests exception in s.5(3)(d), which excuses a recording that is reasonably necessary to protect the recording party's own lawful interests.

The wording of s.5(3)(d) sets an objective standard on its face: the recording must be reasonably necessary for the protection of the party's lawful interests, not simply something the recording party subjectively believed was justified, assessed on the facts as they existed at the time, not with the benefit of hindsight. Applied to a workplace, this suggests that recording a manager who is making credible threats, or gathering evidence of documented, ongoing harassment, is more likely to satisfy the exception than recording an ordinary performance review purely as a precaution against a future dispute.

Employer Monitoring: CCTV and Vehicle Tracking

From the employer's side, CCTV in common work areas is generally lawful under s.6 where staff and visitors are notified, because genuine disclosure tends to establish implied consent. Toilets, change rooms and similarly private areas remain off-limits regardless of policy. GPS tracking of company vehicles falls under s.7 and requires the tracked employee's consent, usually satisfied by a disclosed fleet policy. Western Australia has no dedicated data surveillance provision, so computer and email monitoring instead sits with the federal Privacy Act 1988 (Cth) and the Telecommunications (Interception and Access) Act 1979 (Cth), rather than the Surveillance Devices Act itself.

The Privacy Act's Employee-Records Exemption

The federal Privacy Act 1988 (Cth) applies to Western Australian employers with annual turnover exceeding $3 million, and to all health service providers regardless of turnover. Section 7B(3) of that Act exempts an APP entity's handling of an employee record, directly related to a current or former employment relationship, from most of the Australian Privacy Principles. This exemption is narrower than it sounds: it does not cover job applicants or unsuccessful candidates, does not cover contractors handling another organisation's employee records, and does not authorise the surveillance that created the record in the first place. It only limits how the Privacy Act treats an existing employee's own personnel information.

Covert Recording and Your Job: The Fair Work Risk

Even where a recording might arguably fall within the lawful-interests exception and avoid criminal liability under the Surveillance Devices Act 1998 (WA), that is a separate question from whether it costs an employee their job. The Fair Work Commission has held that covert recording of a workplace conversation can itself be treated as a breach of the trust and confidence the employment relationship depends on, and can be a valid reason for dismissal even where the recording did not breach any criminal law: Karen Altham-Wooding v PKDK Adventures Pty Ltd [2024] FWC 2753. A Western Australian employee weighing whether to record a difficult conversation should treat the criminal-law question and the employment-law question as two separate risks, not one.

The New Civil Layer: The Statutory Tort at Work

Since 10 June 2025, Schedule 2 to the Privacy Act 1988 (Cth) creates a federal statutory tort for serious invasions of privacy, actionable without proof of damage, that sits alongside the state criminal offence in the Surveillance Devices Act. It applies at work as much as anywhere else. A colleague or manager who was covertly recorded in a genuinely private setting, with no consent and no lawful-interests justification, may have a civil claim in addition to reporting the conduct as a potential criminal offence. The tort is new and untested in workplace fact patterns specifically; this article does not predict how a court would decide any particular case.

Practical Guidance

If you are an employee considering recording a workplace conversation: ask first and get agreement from everyone in the room. If you believe you have a genuine, objectively assessable safety concern or documented harassment, treat the lawful-interests exception as a serious legal judgment call, not an assumption, given the Fair Work Commission's treatment of covert recording as damaging in itself.

If you are an employer: disclose monitoring policies in writing before monitoring begins, and never install audio or video devices in toilets, change rooms or similarly private areas.

Disclaimer: This article presents general legal information about workplace recording law in Western Australia. It does not constitute legal advice. The information covers the Surveillance Devices Act 1998 (WA) and applicable Commonwealth legislation as in force as of 2026-07-22. Laws can change. If you have a specific legal situation, consult a legal practitioner admitted in Western Australia or the relevant Australian state or territory.

For Western Australia's general consent rules, see Western Australia recording laws. For recording your own phone calls in Western Australia, see phone call recording in Western Australia. For security cameras and CCTV in Western Australia, see security camera laws in Western Australia. For the national picture on workplace monitoring, see workplace surveillance and monitoring in Australia.

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Last updated: 2026-07-22. Statutes cited reflect their in-force versions as of 2026-07-22.