Intrusive surveillance
Intrusive surveillance refers to the use of unreasonable surveillance methods or tools used to monitor and collect information about workers at work, beyond the purposes of performance monitoring.
Examples of intrusive surveillance may include:
- unreasonable level of supervision/oversight
- tracking when and how much a worker is working through methods such as keyboard activity trackers
- monitoring emails, files and internet use
- covert surveillance by webcams on work computers
- tracking calls and movements made by the worker using CCTV and trackable devices
- technology that allows the PCBU to remote access (without worker knowledge/permission) and take screenshots of a workers’ computer
- GPS monitoring of workers’ movement in company vehicles for the purpose of work performance monitoring, as opposed to other reasons such as safety considerations.
Effects of intrusive surveillance
The design and implementation of monitoring, as well as the management practices, procedures and policies associated with it, may influence the occurrence of psychological harm within the workplace. If the purpose of monitoring is unclear and not governed by an effective policy, these types of surveillance risk being perceived as excessive.
Intrusive surveillance could lead to increases in:
- work intensity
- resistance or counterproductive workplace behaviour
- stress
- presenteeism
- staff turnover.
It can also decrease productivity, job satisfaction and worker attachment to the organisation.
Intrusive surveillance can have a negative impact on:
- worker wellbeing
- work culture
- perceptions of privacy, fairness, and trust
- autonomy and creativity.
Intrusive surveillance has the potential to exacerbate other psychosocial hazards such as remote and/or isolated work and low job control. This can create a workplace culture where workers feel undervalued, overly monitored, and lacking in autonomy. However, if surveillance is implemented as part of a balanced and well-considered safety management approach, it can offer benefits to employees, provided it is applied cautiously and tailored to the specific needs of an organisation.
Intrusive surveillance has been identified as a hazard in the Managing Psychosocial Hazards at Work Code of Practice 2024.
This guidance will help you meet your obligations under the Work Health and Safety Act 2011 and the Work Health and Safety Regulations 2011.
More information
- Ball K. (2021) Electronic monitoring and surveillance in the workplace, JRC Publications Repository, accessed 10 October 2024
- Ball K. (2010) Workplace surveillance: an overview, Taylor & Francis online, accessed 10 October 2024
- Intrusive Workplace Surveillance and Algorithmic Management - We are Union OHS Reps, accessed 10 October 2024
