Purpose of monitoring
The system is designed to verify work-related attendance, scan-in/out records, site presence, shift activity, scheduled checks, missed scans, payroll-support records, and operational accountability.
Employer responsibility
Employers must decide whether monitoring is lawful, necessary, proportionate, transparent, and appropriate for their workforce and sector.
Employers should tell staff what is monitored, why it is monitored, when monitoring applies, who can access records, how long records are kept, and how staff can raise concerns.
Not covert personal surveillance
The system should not be used for covert, excessive, discriminatory, or personal-life surveillance.
Where live-in, on-site, care, school, or regulated settings are involved, employers should use clear policies and limit monitoring to agreed duties and work-related purposes.
Data collected
Depending on package and configuration, records may include scan-in/out times, staff identifiers, NFC point/site/location, GPS/geofence confirmation, device/browser details, manager corrections, exceptions, and audit logs.
Policy template
Customers should use this notice as a starting point only and should create their own internal workforce monitoring notice and staff policy before rollout.