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Safe AI for HR Teams: Using AI in Hiring and People Decisions Without Breaking the Law

Employee Monitoring, Productivity Scoring and Trust

Quiz: Employee Monitoring, Productivity Scoring and Trust

AI in Performance Reviews, Pay and Redundancy Selection

Quiz: AI in Performance Reviews, Pay and Redundancy Selection

Vendor Questions to Ask an HR Technology Supplier

Quiz: Vendor Questions to Ask an HR Technology Supplier

Writing an Acceptable Use Policy for Generative AI at Work

Quiz: Writing an Acceptable Use Policy for Generative AI at Work

Consultation With Staff and Unions About AI Adoption

Quiz: Consultation With Staff and Unions About AI Adoption

Record Keeping That Defends an HR Decision at Tribunal

Quiz: Record Keeping That Defends an HR Decision at Tribunal

Final exam: Safe AI for HR Teams: Using AI in Hiring and People Decisions Without Breaking the Law

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Quiz: Employee Monitoring, Productivity Scoring and Trust

Safe AI for HR Teams: Using AI in Hiring and People Decisions Without Breaking the Law
Employee Monitoring, Productivity Scoring and Trust
Quiz: Employee Monitoring, Productivity Scoring and Trust

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Question 1 of 5

1. Question

What is the legal requirement for employee monitoring under UK employment law?

Monitoring is always permitted without restriction
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Monitoring must be proportionate to a legitimate business need and must be the least intrusive method to achieve that need
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Monitoring is banned unless explicitly authorised in the employment contract
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UK law does not address employee monitoring
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Question 2 of 5

2. Question

Must an organisation tell employees they are being monitored?

No; secret monitoring is permitted if it achieves a business objective
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Yes; the organisation must be transparent about what is monitored, how data is collected, how long it is kept, and for what purposes
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Only if employees ask
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Only if a regulator requests the information
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Question 3 of 5

3. Question

What does research suggest about the relationship between productivity monitoring and actual work output?

Monitoring increases output by an average of 50 percent
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Monitoring measures activity (typing, meeting attendance) rather than output (work actually getting done), and erodes trust and engagement
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Monitoring has no effect on productivity either way
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Monitoring is most effective for creative work
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Question 4 of 5

4. Question

What business risk does aggressive employee monitoring create?

It improves retention by showing employees the organisation cares
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It can reduce employee engagement and increase turnover, particularly among high performers who value autonomy
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Monitoring has no effect on employee behaviour or retention
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It always increases productivity by 50 percent
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Question 5 of 5

5. Question

What must an organisation do if a productivity scoring system is used to select employees for redundancy?

Nothing; it is the algorithm's decision
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Conduct a DPIA, provide transparency, give the employee access to their data, and provide a right to human review and challenge
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Tell employees they might be monitored but no other disclosure is required
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Obtain signed consent from all employees before implementing any monitoring
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