Employee attendance monitoring heightens with PwC's traffic light dashboard, sparking concern among staff at Red.
PwC UK has introduced a digital traffic light dashboard to monitor office attendance, a move that has raised significant privacy concerns and mixed reactions among employees. The system, which has been in use since April, tracks employee attendance using data from swipe card usage, WiFi connections, and time records, classifying attendance with green (above 60%), amber (40-60%), or red (below 40%) status indicators.
The introduction of this system has caused unease among PwC UK staff, particularly regarding trust and data privacy. Employees have expressed concerns about the extent and transparency of data collection, specifically the tracking of WiFi connections to verify location. Two people from PwC UK have expressed unease about the new monitoring practice, with reports indicating that staff worry about the potential for intense surveillance.
PwC's leadership acknowledges these concerns. The Chief People Officer, Phillippa O'Connor, has acknowledged concerns about trust and corporate culture. She stated that the system aims to address "persistent and deliberate non-compliance" and offers employees the ability to request exemptions for life events or unforeseen circumstances.
The firm also allows staff to view their own attendance data and has communicated that the tool is intended to support—not control—the workforce, although calls for greater transparency remain. PwC UK asserts that its approach aligns with other companies and is accepted by the vast majority of its employees.
Reactions from staff and experts highlight the potential negative impact on workplace culture. There are concerns that the system could foster presenteeism, anxiety, and mistrust due to the punitive feel of such surveillance. Experts warn it can lead to employees prioritizing physical presence over productivity and quality of work, and create fear-driven compliance rather than genuine engagement. Anxiety around monitoring may also harm employee wellbeing and could hinder retention and morale.
From a legal standpoint, such monitoring is lawful if compliant with data protection rules like GDPR, including undertaking impact assessments and clear communication to staff about the tool’s purpose and data use. Employers are advised to emphasize positive uses of monitoring, such as preventing excessive working hours, while acknowledging the risks tied to employee trust and anxiety.
In summary, PwC UK employees and observers are concerned about privacy and the atmosphere of trust, with many calling for more openness about how data is collected and used. At the same time, PwC asserts the system aims to enforce attendance policies fairly, with some exemptions allowed, but the system’s rollout has clearly provoked debate about the balance between monitoring and employee autonomy.
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