'If the intent of surveillance is to control … then the entire basis of remote working is lost,' says Randstad's managing director for Singapore and Malaysia.
Jaya Dass, Randstad's managing director for Singapore and Malaysia, said employee monitoring software of any kind is a "breach of trust and personal privacy."
"That is observing the human being as a commodity. You're not managing the emotional and the mental state of the employee, which is actually the real essence behindIn most jurisdictions, it's legal to monitor work devices — as long as employees give their consent.… as long as you're providing notice, and you've explained the reasons why you're doing it, then quite often that can be sufficient," Weaver said.
"Employee surveillance will often be something that's referenced in the middle of an employment contract ... it won't necessarily be expressly pointed out with a big red finger," Weaver said. "When you're looking at your contract, you're not looking for those clauses — you're looking at how much am I going to get paid? What benefits do I have? You will probably skip over sections to do with data privacy because they're not important to you at that point in time."
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