Workers fear surveillance shows new report

6 in 10 working people fear that greater workplace surveillance through technology will fuel distrust (65%) and discrimination (66%), according to research for ‘I’ll Be Watching You’, a TUC report published 17 August.

The study reveals that 56% of UK workers believe they are currently monitored by their boss at work. This can take a variety of forms such as: monitoring internet use, keystrokes and through webcams; location tracking by handheld or wearable devices; recording time away from work tasks (for example timing toilet breaks); and the use of facial recognition software to assess workers’ moods. Workers worry that this surveillance data will be used by bosses to set unfair targets, micromanage them and take away control and autonomy. Three-quarters (74%) of workers say bosses should be banned from monitoring them outside of working hours. But a third (33%) think that their activity on social media accounts is being snooped on when they are not at work. 70% of workers think workplace monitoring will become more common in the future. But only a minority (38%) say they feel able to challenge forms of surveillance that they feel uncomfortable with. Workers said that the least acceptable forms of surveillance are: the use of facial recognition software and mood monitoring (76% against); monitoring social media accounts outside of work (69% against); recording a worker’s location on wearable or handheld devices (67% against); and monitoring keyboard strokes (57% against) 79% say employers should be legally required to consult their workforces and reach agreement before using surveillance. The TUC said that while proper enforcement of the new general data protection regulations (GDPR) may help, new safeguards are needed to ensure that employers respect workers’ rights to privacy and prevent employers using excessive or intrusive surveillance at work. TUC General Secretary Frances O’Grady said: “The law needs to change so that workers are better protected against excessive and intrusive surveillance.” The TUC is calling for new protections to prevent excessive and intrusive surveillance at work. It said: employers should only use surveillance for legitimate reasons that protect the interests of workers, such as ensuring people can work safely; where unions are recognised, their agreement must be reached for any use of workplace surveillance; tougher enforcement is needed to ensure all workers in all workplaces are informed of any monitoring arrangements and the reasons for their use; and stronger unfair dismissal rules are needed, along with updating of the information commissioner’s (ICO) code on employment practices to account for new technology. Courts and tribunal should take into account breaches of the Code when deciding if a dismissal is lawful.