My employer is monitoring my work computer and I was not told.
Your rights and the employer's obligations under Canadian privacy and employment law.
TL;DR
Employers can monitor with reasonable purpose and advance notice. If you were not told, the monitoring may be a breach of provincial privacy law (BC/AB/QC) or fall short of best practices under PIPEDA. The monitoring policy, obtained from HR, is the usual starting point, with escalation if the response is unsatisfactory.
Step 1: ask for the policy
A written request to HR for the organization's electronic monitoring policy is the usual first step. In Ontario, employers with 25 or more employees are required to have one and to give every employee a copy (ESA s.41.1.1, added by Bill 88 in 2022).
Step 2: assess the facts
Is the monitoring justified by a reasonable purpose (security, productivity, compliance)?
Were you notified in advance (through an employment agreement, handbook, or login banner)?
Is the monitoring proportionate to the purpose?
Step 3: the complaint route
In BC, Alberta, or Quebec, a complaint goes to the provincial commissioner under PIPA or the Quebec private-sector Act. In federally regulated workplaces, complaints go to the OPC. In other provinces, you may have recourse under employment law or collective agreements.