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Technological advancements, particularly in artificial intelligence (AI) and data analytics, have allowed companies to implement remote task management – in the form of algorithmic management – more effectively. However, with these advancements comes a heightened focus on worker’s surveillance and monitoring practices, raising concerns about worker wellbeing and privacy. EU-OSHA’s research highlights that the increased surveillance of remote workers is linked to various psychosocial risks that employers and policymakers need to address.

Digital surveillance on the rise 
78% of surveyed workers in 2022 have experienced some form of digital management or surveillance in their workplaces, which goes hand in hand with the use of digital technologies to manage workers, including remote workers. These tools enable companies to track worker performance and allocate tasks automatically, with some even capable of monitoring mental states. Digital monitoring and surveillance have grown significantly in recent years as shown by the fact that worker monitoring and surveillance software went up 83% from the pandemic.

OSH risks of digital surveillance within remote work 
Constant monitoring can erode job autonomy and increase stress levels. This ‘anticipatory surveillance’, or the feeling of being constantly watched, can lead to heightened anxiety and burnout.

While the flexibility of working from home has shown benefits for some, like improved work-life balance and reduced commuting stress, the constant surveillance can reduce the positive and increase the negative aspects and even be a push-back for workers who would prefer to work at the employer’s premises.

Monitoring practices can also impact workers differently, depending on their roles. For instance, clerical and skilled workers experience heightened time pressure and lower autonomy, while remote workers who can maintain greater flexibility – such as data entry clerks who can choose their own working hours and breaks – report less psychosocial stress. 

Strategies to prevent and manage OSH risks in remote work 
Effective occupational safety and health (OSH) management for remote work requires a balanced approach that prioritises worker wellbeing alongside productivity. Adopting comprehensive OSH strategies that foster transparency and build trust is important to mitigate the risks. Key strategies include:

• Clear communication and transparency: employers should provide remote workers with detailed information about the purpose, scope and extent of any remote monitoring technologies. This transparency helps to clarify that monitoring tools are implemented to support work processes, not to invade privacy. 
• Involving workers in decision-making: by bringing them into discussions around OSH practices and the adoption of digital tools, organisations can ensure that monitoring processes feel collaborative rather than controlling.
• Focus on psychosocial support: the increased monitoring can contribute to stress and mental health issues. Employers should ensure that workers have access to psychological support services as part of their OSH measures. 
• Regular information on OSH practices: regular training and updates on OSH practices, including guidance on how monitoring tools are used to enhance safety and productivity, can help demystify these technologies and build a more open working environment.

While digital monitoring of remote workers offers opportunities for improving efficiency and accountability, it also presents significant challenges to OSH. It is important for organisations to strike a balance between using digital tools for productivity and safeguarding the wellbeing and privacy of their workers. For policymakers and employers alike, understanding these dynamics and implementing informed OSH strategies is essential to create healthy digital workplaces.

• Explore our previous HWC article focusing on the opportunities and challenges of remote and hybrid work.
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