The majority of UK firms (81%) use employee tracking to prevent ‘quiet vacationing’, where employees take unauthorised time off without requesting leave, according to research.
The UK has the highest adoption rate of workplace monitoring in Europe, by far exceeding the European average of 61 percent – but what does this say about the levels of trust between employer and employees?
The research, by full-service AV and UC integrator Kinly, reveals a growing reliance on tracking and analytics as businesses seek to address disengagement. Kinly’s Trusted Connections 2025 report found that two-thirds (67%) of UK businesses believe tracking also helps prevent ‘quiet quitting’, where employees disengage and only perform the bare minimum.
The findings indicate that UK businesses are taking a proactive approach to monitoring, with companies increasing investment in workplace analytics. While tracking has improved efficiency, its long-term impact on morale and trust remains uncertain.
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Increased investment in tracking and analytics
The research shows that tracking technology is having a measurable impact on productivity. More than two-thirds (69%) of businesses that have implemented employee monitoring report improvements in remote worker productivity, while 66 percent have seen similar benefits for in-office employees.
As a result, investment in workplace analytics is rising. This year, over a third (34%) of organisations are investing in remote-working data platforms and analytics, while 35 percent are focusing on in-office data platforms to improve workplace efficiency.
Beyond productivity tracking, businesses are increasingly using data to monitor employee locations. More than three-quarters (76%) of organisations are either already collecting or planning to collect employee IP and location data to track where staff are working from. Nearly two-fifths (37%) have already adopted this practice.
Employee morale and wellbeing concerns
Despite the productivity gains, the research notes concerns about the potential downsides of workplace monitoring. While 65 percent of organisations say tracking has improved employee wellbeing, there is uncertainty over its long-term effects.
Morale is another key concern. While 61 percent of businesses report improvements in morale since introducing tracking, questions remain over whether monitoring alone is an effective way to create a positive workplace culture.
Some businesses are also reconsidering their approach to remote work. With 19 percent of companies seeking a return to the office in 2025, there is ongoing debate over whether tracking is enough to address disengagement or if broader cultural changes are needed to foster a more motivated workforce.
Balancing tracking with workplace culture
Katy Thorpe, Global People Director at Kinly, said that while tracking can provide valuable insights it cannot replace a strong leadership or a healthy workplace culture.
“Businesses need to ask themselves whether they are using data to support their employees or simply to monitor them,” she said. “The companies that succeed will be those that integrate analytics into a broader strategy – one that prioritises trust, engagement and wellbeing – rather than relying on tracking alone to boost performance.”
She added, “As organisations continue investing in workplace analytics, with many adopting remote work data platforms and in-office analytics, the challenge will be ensuring that tracking drives engagement rather than erodes trust.”
The findings suggest that a balanced approach – combining technology with a strong workplace culture – is the best path forward for lasting improvements in productivity and employee satisfaction.
Alessandra Pacelli is a journalist and author contributing to HRreview, an HR news and opinion publication, where she covers topics including labour market trends, employment costs, and workplace issues. She is a journalism graduate and self-described lifelong dog lover who has also written for Dogs Today magazine since 2014.
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
