The firm’s existing system, which helps assess how many chargeable hours are worked, will be expanded in January to also monitor how often employees work from home, according to the Guardian’s report (5 September). PwC staff are expected to spend 60% of their time with clients or in the office.
“PwC’s decision to track employee work locations reflects a growing trend among organisations seeking to navigate the complexities of hybrid work arrangements,” explained Vicky Walker, group director of people for the health and wellbeing company Westfield Health.
Speaking to HR magazine, Walker added: “If communications are not handled with care, some may feel uncomfortable or distressed with location tracking, potentially undermining the trust that has been built between employees and the business.”
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Walker continued: “Has PwC found evidence that time spent in the office directly enhances performance or engagement? Without clarity on this, employees may question the necessity and fairness of the policy.
“If people feel distrusted or micromanaged, it can significantly impact workplace wellbeing with fears around value, confidence and job satisfaction.”
Kelly Tucker, founder of consultancy HR Star, agreed that maintaining trust is key to ensuring that employee monitoring is implemented well.
She told HR magazine: “Employers should regularly review the necessity of tracking, and ensure it doesn’t erode trust.”
There are legal considerations for employers that want to introduce or expand employee monitoring too, as Audrey Williams, Keystone Law’s employment partner, explained.
She told HR magazine: “Although monitoring is generally permitted, it must not be intrusive, should be for a legitimate aims, and must comply with data protection laws and principles.
“The way in which this is monitored should be considered carefully. Limit data analysis as much as possible.
“In addition to the legal requirements, HR should encourage transparency, so that individuals are aware of the monitoring and with whom the information is shared.”
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To encourage buy-in from staff, HR and business leaders should include employees in the decision-making process when considering monitoring, Walker went on to advise: “Businesses that are considering or implementing flexible working policies must involve their people in the process.
“Asking every employee to provide regular feedback and share concerns is vital, to guarantee new policies are needed and effective.
“Striking a balance between organisational goals and employee wellbeing is key for a positive work environment.”
