According to the Regulation of Interception of Communications and provision of Communication-related information Act (RICA), you can only intercept and read your employee's emails if she gives your permission to do so, says the Labour Law for Managers Loose Leaf Service.
Over and above this, there are three requirements you must meet if you want to monitor your employee's communication during work hours.
Three requirements you must meet before you monitor your employee's communication
#1: The interception must be for the purpose of monitoring or keeping record of indirect communications (such as emails). You must do this to:
#2: You must also have provided the telecommunications system for use wholly or partly in connection with the business.
This means you must have provided the computer or telephone to employees to allow them to do their job. Even if they're allowed to use the computer or telephone for personal use, as long as the tools are also required for them to do their job, you'll fulfill this requirement.
#3: The system controller must have made all reasonable efforts to inform the user (employee) of the system in advance that the email may be intercepted. You'll do this through your communications policy.
if your employee has consented to the interception (either by express or implied consent), you don't need to worry about this requirement.
Express consent means that your employee signed a document that expressly authorises you to intercept the email.
Implied consent would apply if, for example, you have a message that pops up every time your employee signs into your system, which says that if your employee uses the system, he's deemed to have given consent.
Well there you have it. Make sure you meet these requirements before you hack into your employee's email.