August 17, 2018
As we recently reported, facilities management is more data driven than ever, with the use of data analytics being used to measure costs and performance. This is why the increasingly sophisticated ways in which workplaces can be monitored; from the footfall in the washrooms to the level of desk usage has been welcomed by employers, but a new survey suggests digital data gathering is making staff feel uneasy. A new report published today by the TUC looks at the phenomenon from the perspective of workers’ experiences and found that 6 in 10 workers fear that greater workplace surveillance through technology will fuel distrust. The study reveals that most UK workers (56 percent) believe they are currently monitored by their boss at work and worry that this ‘surveillance data’ will be used by bosses to set unfair targets, micromanage them and take away control and autonomy.
Most workers (70 percent) think workplace monitoring will become more common in the future. But only a minority (38 percent) say they feel able to challenge forms of surveillance that is making them feel uncomfortable.
Digital data can take a variety of forms including:
- 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)
- The use of facial recognition software to assess workers’ moods
Workers said that the least acceptable forms of surveillance are:
- The use of facial recognition software and mood monitoring (76 percent against)
- The monitoring of social media accounts outside of work (69 percent against)
- The recording of a worker’s location on wearable or handheld devices (67 percent against)
- The monitoring of keyboard strokes (57 percent against)
The vast majority of workers (79 percent) say employers should be legally required to consult their workforces and reach agreement before using surveillance.
The TUC says 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: “Employers must not use tech to control and micromanage their staff.
“Monitoring toilet breaks, tracking every movement and snooping on staff outside of working hours creates fear and distrust. And it undermines morale.
“New technologies should not be used to whittle away our right to privacy, even when we’re at work. Employers should discuss and agree workplace monitoring policies with their workforces – not impose them upon them.
“Unions can negotiate agreements that safeguard workers’ privacy while still making sure the job gets done. But the law needs to change too, 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:
- 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.
- 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.
- Union members campaigning on workplace issues on social media must be protected from employer retaliation.
Click here for a copy of the full report I’ll Be Watching You