In the UK, workplace monitoring technology, or “bossware,” is becoming more common. It increasingly tracks employees’ activity, measures their performance and supports decisions that affect their working lives.
So, in a public consultation launched on 8 July 2026, the Government is proposing either guidance or legislation to control its use.
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UK Mulls Making Employers Ask Before Installing Bossware
By Carly Page, as published by The Register on 4 August 2026
The UK government is considering forcing employers in Great Britain to consult workers before rolling out “bossware,” opening the door to new rules covering everything from AI-powered productivity scoring to keystroke logging and biometric surveillance.
The Department for Business and Trade wants to know whether the rules governing workplace surveillance still make sense as software increasingly tracks employees’ activity, measures their performance and supports decisions that affect their working lives.
Ministers haven’t settled on an approach. They’re asking whether non-statutory guidance would be enough, whether a statutory code of practice is needed or whether employers should be legally required to consult recognised trade unions or elected employee representatives before introducing workplace monitoring technology (“WMT”).
The consultation says WMT is becoming more common, citing research in which one in three UK organisations said they actively monitored employees’ digital activity. Two years earlier, ICO research found the figure stood at one in five employers.
The government argues WMT can improve productivity, investment and economic growth when used well. But it also highlights several pitfalls, warning of “risks to privacy and autonomy,” “disproportionate or unnecessary surveillance” and “biased or unfair outcomes” where monitoring systems rely on incomplete or inaccurate data.
Artificial intelligence features prominently throughout the consultation, though the proposals extend well beyond AI alone. It notes that WMT can incorporate automated decision-making and algorithmic management, raising questions about transparency, accountability and the impact of technology on workers.
Exactly what counts as workplace monitoring technology, though, is another question. The government is proposing a broad definition covering everything from CCTV and access control systems to biometric technologies, location tracking, keystroke monitoring, productivity software, and systems that incorporate automated decision-making or AI.
More context:
- Get your staff’s consent before you monitor them, tech inquiry warns
- Flock cameras go up in flames as cops hunt suspected firebugs
- Sneaky Windows stealer targets 300+ apps, gives crims an AI profiler to maximize profits
- EU ‘Chat Control’ snoopfest returns after vote to kill it falls short
The consultation asks whether that definition is too broad, too narrow, or about right – an acknowledgement that deciding what qualifies as “bossware” may prove trickier than deciding what to do about it.
The consultation, part of the government’s broader ‘Make Work Pay’ reforms, runs until 30 September. If ministers impose a statutory consultation duty, compliance teams won’t be short of reading material. Stephanie Lees, a data protection specialist at Pinsent Masons, said it would add “a further layer of oversight” for employers already juggling GDPR, local employment laws, and the EU AI Act.
It could also mean that rolling out the latest AI-powered workforce optimisation suite could become as much an HR exercise as an IT one.
[Note from The Exposé: We need to keep an eye on the Government’s proposals to ensure they don’t turn into a centralised surveillance and control system of every employee and every privately run business.]
Featured image: The rise of ‘bossware’ means workers have nowhere to hide from management – companies are tracking productivity, browsing histories, and device activity, and it’s destroying workforce morale. Source: IT Pro
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