Monitoring employees using technology is on the rise in the U.K. as technology continues to become more accessible, not only in terms of availability but also due to cost. Workplace monitoring often involves the processing of personal data, and this is not always obvious to employers; this can lead to systems being introduced without considering the implications from either an employment or a data protection perspective.
With many employees working remotely from home or in a hybrid office/home location, organizations are increasingly monitoring the activities of their employees to assess their productivity/performance and compliance with their employment terms or to protect against legal, reputational, or technology system risks.
In addition to telephone, email, and internet use, monitoring may extend to social media activity, attendance at online meetings, physical location, and use of vehicles. Methods of monitoring employees will vary according to the organization and the extent of its technological capabilities and could include: spot checks within the organization without reference to particular individuals; specific checks on individuals; monitoring the content of all calls or emails; monitoring internet or device use through keystrokes or mouse clicks; webcam recording; screenshots of employees’ screens; the use of dashcams in vehicles; monitoring timekeeping through access control; using biometric data (such as fingerprints or facial recognition) or swipe cards...
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