Big Brother – The Ethics of Employee Monitoring

Caine Glancy and Joe Kirk

On this week’s episode of the Data Protection Made Easy Podcast, our hosts Joe Kirk and Caine Glancy explored the complex and often controversial topic of employee monitoring. With growing advancements in workplace surveillance technology, organisations are increasingly implementing tools to track productivity, enhance security, and ensure compliance.

The Ethics of Employee Monitoring - Big Brother

Big Brother – The Ethics of Employee Monitoring

Employee monitoring is becoming more widespread as organisations look to improve productivity, ensure security, and maintain compliance. But where do we draw the line between necessary oversight and employee privacy? In this week’s Data Protection Made Easy Podcast episode, Joe Kirk and Caine Glancy delve into the legal, ethical, and practical aspects of workplace surveillance and how businesses can navigate these challenges under UK GDPR.

What Was Discussed in This Episode?

1. The Growing Role of Employee Monitoring

With the rise of hybrid and remote working, many organisations have introduced monitoring tools to track employee performance, security, and system usage. But are these tools being used appropriately? Our hosts explore the different types of monitoring, including:

  • Time tracking software – used to log working hours and productivity.
  • Screen recording and keystroke tracking – implemented to monitor employee activity on company systems.
  • CCTV and biometric access – ensuring security in physical workplaces.
  • AI-powered surveillance tools – detecting suspicious behaviour and improving cybersecurity.
2. The Legal Landscape: What Does UK GDPR Say?

Organisations must carefully consider lawful bases when processing employee data. Monitoring activities must comply with UK GDPR principles, particularly:

  • Lawfulness, fairness, and transparency – Employees must be informed about how they are being monitored and why.
  • Purpose limitation – Monitoring should only be conducted for specific, justified purposes.
  • Data minimisation – Only necessary data should be collected, and excessive surveillance should be avoided.

The discussion also covers employee rights, including the ability to challenge intrusive surveillance and request access to monitored data.

3. Ethical Considerations: Balancing Trust and Compliance

While some level of monitoring may be necessary, excessive surveillance can erode trust, reduce morale, and even create legal risks. Joe and Caine examine:

  • The psychological impact of constant surveillance in the workplace.
  • Whether AI-driven monitoring is inherently biased or unfair.
  • How organisations can create transparent policies that respect employee rights while protecting business interests.
4. Practical Steps for Businesses

How can organisations strike the right balance? Our hosts offer best practices for businesses, including:

  • Conducting Data Protection Impact Assessments (DPIAs) before introducing monitoring tools.
  • Ensuring clear policies and open communication with employees.
  • Regularly reviewing monitoring practices to ensure compliance and fairness.

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