The pandemic has changed the way we work with more individuals moving to a hybrid model or a fully remote way of working. This new way of working may have led employers to consider how they monitor performance and productivity of remote workers. Advances in technology have also meant that monitoring can be done easily. Managing the productivity of remote workers can raise questions around what level of monitoring is acceptable.
The ICO has recently issued draft guidance on monitoring at work which aims to provide greater regulatory guidance and protect the privacy of employees.
The draft guidance highlights considerations employers should be aware of when implementing monitoring activities. Employers should consider:
Employers must always ensure that they have a legitimate purpose for gathering data and the data is only used for that purpose. Employers must also be mindful of finding the right balance between monitoring that is required for legitimate business needs and monitoring which could impact on the freedom of workers.
Full details of the draft consultation can be accessed here: https://ico.org.uk/media/about-the-ico/consultations/4021868/draft-monitoring-at-work-20221011.pdf
Our advice would be to have a policy on Data Protection and an up-to-date Employee Privacy Notice to ensure employees are fully aware of what information will be held, why it is held and who you may share that information with. When designing monitoring systems that gather personal information always link this to a clear business need.
The ICO has recently issued draft guidance on monitoring at work which aims to provide greater regulatory guidance and protect the privacy of employees.
The draft guidance highlights considerations employers should be aware of when implementing monitoring activities. Employers should consider:
- why the monitoring is required and what information will be gathered?
- who will have access to the data and how it will be stored?
- what information to employees should be given in relation to monitoring?
- how the organisation ensures the data they gather is only used for specific purposes.
Employers must always ensure that they have a legitimate purpose for gathering data and the data is only used for that purpose. Employers must also be mindful of finding the right balance between monitoring that is required for legitimate business needs and monitoring which could impact on the freedom of workers.
Full details of the draft consultation can be accessed here: https://ico.org.uk/media/about-the-ico/consultations/4021868/draft-monitoring-at-work-20221011.pdf
Our advice would be to have a policy on Data Protection and an up-to-date Employee Privacy Notice to ensure employees are fully aware of what information will be held, why it is held and who you may share that information with. When designing monitoring systems that gather personal information always link this to a clear business need.
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