Black workers in the UK face a disproportionately high risk of workplace surveillance and algorithmic management, according to a new report.
The report, from the Institute for Public Policy Research (IPPR), has found that in low-autonomy and low-skill roles without union representation are particularly vulnerable to intrusive monitoring technologies – and that Black employees are over-represented in such roles, with 26 percent in low-autonomy positions and 42 percent in low-skill jobs.
Furthermore, 73 percent of Black employees are not union members. Sectors like retail are noted for having a high prevalence of these types of positions. The report also points to younger workers, aged 16 to 29, and those aged over 60, as more likely than workers aged 30 to 59 to be in jobs with low levels of autonomy and skill.
IPPR warns that the expanding use of facial recognition, biometric tracking, and tools that monitor workers’ keystrokes or emotional states could deepen existing inequalities in the labour market. These technologies are often deployed without workers’ knowledge or consent, raising concerns about infringement of rights and harm to employee wellbeing.
 |
Get our essential daily HR news and updates. |
Call for stronger legal protections and consultation
In response to these findings, IPPR has called on the government to introduce new legislation to give workers more control over workplace surveillance and management technologies. Key recommendations include establishing new legal rights to consultation, modelled on redundancy laws, to ensure workers are consulted before surveillance technologies are introduced.
The report proposes that surveillance should be added as a statutory subject of collective bargaining, giving unions a formal role in negotiating around surveillance issues. IPPR also recommends that employers should be required to provide transparency on what data is collected, why it is collected, and how it is used. To enforce these rights, IPPR suggests strong mechanisms, including tribunal access and financial penalties for non-compliance.
Joseph Evans, an IPPR researcher and co-author of the report, stated, “Workplace surveillance has expanded rapidly in recent years, but the law hasn’t kept up. Black workers are more likely to be in jobs where there’s a higher risk of intrusive surveillance. Without urgent reform, new technologies may deepen the inequalities already baked into the labour market. We need new rights that ensure all workers – especially those most at risk – have a say over how they’re monitored and managed.”
Impact of surveillance technologies on HR practices
The findings raise concerns for HR professionals about the potential impact of surveillance technologies on employee engagement, morale, and equality. In sectors with high use of these technologies, such as retail, HR teams may need to review policies and practices to ensure fairness and transparency.
Evans added, “The government’s pledge to introduce negotiation rights is welcome. Ministers should legislate for these rights as soon as possible as part of wider upgrades to workers’ rights. People urgently need a real voice over how they’re monitored and managed at work.”
The report suggests that algorithmic management systems, which automate decisions on performance reviews, shift allocation, and disciplinary measures, could undermine traditional HR functions if not carefully managed. The proposed legal changes, including collective bargaining rights and greater transparency, could lead to significant shifts in how HR departments handle employee monitoring and data management.
