Last Modified: June 8, 2026.
This Acceptable Use Policy (the “Policy”) sets out what you may and may not do with Hoverwatch monitoring software and services. It forms part of our Terms of Service and End User License Agreement. Hoverwatch is designed and sold for lawful, consent-based monitoring only. Using it for covert or non-consensual surveillance is a serious violation of this Policy and may be a crime.
Transparent, disclosed monitoring is consistently more effective than covert surveillance: it changes behavior at the source rather than after the fact — and it keeps you on the right side of the law.
You may use Hoverwatch only on a device that you own or are legally authorized to monitor, and only for one of these two purposes:
We require you to inform the device user that monitoring is active wherever the law requires it, and we strongly recommend doing so in every case.
You must not use Hoverwatch to:
Where the law requires the monitored person to be notified that monitoring is active, you are responsible for ensuring that notice is given before monitoring begins. We recommend disclosing monitoring in every case — within the household for a child, or in a written policy for an employee. On mobile platforms, Hoverwatch is committed to meeting app-store requirements for monitoring tools, including any persistent notification or visible indicator those platforms require.
Hoverwatch is not “stalkerware.” Marketing or using monitoring software to secretly surveil an adult without consent is illegal in many jurisdictions and is strictly prohibited here. We will cooperate with lawful requests from authorities investigating such misuse.
Because the Software can collect a child’s personal information, a parent monitoring a child under 13 is responsible for providing any verifiable parental consent and for complying with the data-protection rules for children that apply in their jurisdiction, such as COPPA in the United States and equivalent laws elsewhere.
An employer is the data controller for any monitoring it carries out and is responsible for having a lawful basis, for proportionality, and for disclosure. In the EU and UK, employee consent is often not a valid lawful basis on its own because of the imbalance of power between employer and employee — employers typically need a legitimate-interest basis, a proportionality assessment, prior written notice, and, where required, consultation with employee representatives or a works council. Several US states also require written notice.
Recording phone calls, recording voice conversations, or capturing the messages of third parties the monitored person communicates with may require the consent of all parties to the communication, depending on where you and the other parties are located. Check the call-recording and wiretapping laws that apply to you before enabling these features.
You are solely responsible for ensuring that your use of Hoverwatch complies with all laws that apply to you; monitoring laws vary by country, state, and region, and you should consult a qualified attorney if you are unsure. We may suspend or terminate accounts, and revoke licenses, for any violation of this Policy, with or without notice. Nothing in this Policy creates an obligation for Hoverwatch to monitor how customers use the Software, but we reserve the right to act on violations we become aware of.
If you believe Hoverwatch is being misused against you or someone else, please contact us at https://support.hoverwatch.com. If you are in immediate danger, contact your local emergency services.