Employee Surveillance

Am I Being Watched?

Employers are increasingly turning to surveillance to keep an eye on staff. Concerned about productivity and efficiency, big companies are using highly invasive techniques to monitor their teams. And even if you do no wrong, working in a company which uses these methods can put you at a disadvantage. Growing evidence shows that surveillance and monitoring causes relationships between an employer and employees to disintegrate: an insecure, nervous workforce is the price to pay for picking off the time-wasters.

However, many employers have good cause to monitor premises using a video recorder or similar. Petrol stations and customer care units, often targeted by fraudsters or perpetrators of abuse, are commonly filmed – to protect staff as much as spy on them.

The History of Employee Surveillance

A number of high-profile surveillance cases have been in the news. BT’s infamous ‘Project Orwell’ was designed to monitor employees in and out of work, ensuring sick days and extended leave were justified. CCTV was supplemented by a squad of private detectives who followed employees home, taking secret photographs. Naturally, BT was severely lambasted for this project.

The line between acceptable and unacceptable surveillance is far from clear. For instance, an employee of Scottish Water lost a court case after he was fired for faking his time-sheets. The company had obtained secret video footage which proved that he wasn’t working the hours he claimed. Although the recording of this footage wasn’t in line with the Human Rights Act, the court ruled that it was reasonably undertaken in the circumstances.

Then there was the council worker whose home was watched by private detectives – to make sure that her injuries were real. How did she sustain these injuries? She was attacked at work by a person who had previously made threats to the council. She won £20,000 compensation.

Hearing all the stories about CCTV being installed in locker and changing rooms, microphones in petrol stations and telephone tapping, you’d be forgiven for thinking that British employees have fewer rights than convicts. What does the Human Rights Act say about all this?

Your situation may be slightly different. ask a question below ↓ and our editorial team will reply with our advice.

What are my Rights?

Your employer is perfectly entitled to record your actions and conversations. The only provison is that they must have good cause for doing so. Your employer must tell you that you are being videoed – secret cameras are not legal! They are not entitled to use the footage for any purpose that infringes your right to privacy. But they can use the footage to show that you are not carrying out your job properly – in other words, it could be used against you.

Concerned About Employee Surveillance?

If you believe that your employer is monitoring you without notification, take action.

1. Ask your employer to make their surveillance policy clear. Precisely where, when and how are you being monitored? Your employer should provide a clear policy setting out the nature of any monitoring and (most importantly) exactly what is seen as a breach. If you aren’t aware of a policy, then ask – they must comply.

2. If your employer denies monitoring you at work but you suspect foul play, you should contact your trade union. Cameras in changing rooms, toilet rooms and private offices are forbidden; cameras in a communal office or customer area are permitted, but you must be informed of their existence. If you aren’t a union member, call the Advisory, Conciliation and Arbitration Service (Acas).

The Next Step