HR & Employment Law Update
The use of technology to monitor employees is becoming increasingly common, from digital activity monitoring and location tracking to biometric systems and automated performance assessment.
On 8 July 2026, the UK Government launched a consultation on workplace monitoring technologies as part of its Make Work Pay programme.
The consultation focuses on promoting the fair, transparent and responsible use of workplace monitoring.
Why does this matter?
Technology can help employers improve security, productivity and operational efficiency. However, employee monitoring can also raise important questions around privacy, transparency and trust.
For HR teams, monitoring technology should therefore not be treated purely as an IT issue.
HR professionals may need to consider:
- what information is being collected;
- why the information is being collected;
- how employees are informed;
- who can access the information;
- how long information is retained; and
- whether monitoring could have unintended effects on employees.
What should employers do now?
Although the consultation does not itself create a new legal requirement, it is a useful opportunity for employers to review their existing practices.
Businesses using monitoring technology may wish to assess whether their policies are clear, proportionate and properly communicated to employees.
As technology becomes increasingly integrated into HR and workforce management, transparency is likely to become an increasingly important part of employee relations.
Disclaimer: This article provides general information on UK employment law developments and should not be relied upon as legal advice.
