Compliance for teams outside India
Mera Work is used by companies with people in several countries. The same controls apply wherever your people work: notice, consent, limited access, audit trails, defined retention and the ability to export or delete. Here is how they map to the rules your team may work under. This is a general guide. Take legal advice for your own situation.
- European Union, GDPR
- Employee monitoring needs a lawful basis, a privacy notice and proportionality, often with a data protection impact assessment. Mera Work's consent dates, per person switches, blur, retention limits and audit trails support that assessment. You are the controller; AAPNA is the processor under the terms.
- United Kingdom, UK GDPR and the ICO guidance
- The ICO expects monitoring to be necessary, transparent and no more intrusive than needed. Interactive mode, Work Mode pauses, scoped access and the Tracker audit help you show that.
- United States
- Rules vary by state. New York, Connecticut and Delaware require written notice of electronic monitoring; California's CCPA and CPRA give employees rights over their data. Mera Work's consent capture date, export on request and defined retention support those obligations.
- Australia
- Workplace surveillance laws in New South Wales and the Australian Capital Territory require notice before monitoring computer use. The consent capture date and interactive mode are the records to keep.
- Singapore and other PDPA style regimes
- Consent, purpose limitation and reasonable protection are the core duties. Screenshots limited by interval, blur and role, plus retention of 90 days, keep collection proportionate.
- Anywhere
- Tell people what is monitored and why, keep monitoring to work time on work devices, limit who can see the record, and keep it only as long as you need. In Mera Work, those are all settings you control.
