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A YouGov/Skillcast survey of senior management professionals in Britain has discovered that 8% of firms are considering utilising some form of remote employing monitoring, while 12% are already using it in some form.

The rise in remote working as a result of the COVID-19 pandemic has increased uncertainty for some employers around the productivity and efficiency of their staff – they can no longer simply walk the corridors to check that everyone is keeping busy – which is where remote employee monitoring tools come in.

These tools can monitor a range of employee activity remotely from spot checking emails and calls, to checking active and idle time, keystrokes and even use facial recognition to check on employees through webcams. The tools are not without their legal and ethical grey areas, and firms have to remain mindful of these when implementing remote monitoring.

“One of the most important factors for firms considering implementing remote monitoring software – or modifying what they already use – should be ensuring that it is done so in an open and transparent way,” said Mincoffs Solicitors’ employment solicitor Laura Tennet, “employees should be made aware of how, when and why they are being monitored, and what the possible ramifications of the software might be. Policies should reflect the change in work practices, so it might be time to review your social media, email and internet, and disciplinary policies and procedures, amongst others.”

Has your firm recently introduced or modified its use of remote employee monitoring software? Are your policies up to date and comprehensive about its use and implementation? Our employment solicitors have extensive experience with collating, reviewing and updating employment policies to reflect changes in working practice.

To speak to Laura or another member of the team call 0191 212 7784 or fill out the form below.

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