Managing Employee Surveillance and Privacy in Digitally Enabled Workspaces

The digitalization of work has redefined organizational control and visibility, giving rise to unprecedented
forms of employee monitoring and datadriven management. Digital tools—ranging from productivity trackers and biometric scanners to AI-based behavioral analytics—allow employers to observe, analyze, and predict employee behavior at scale. While such systems promise efficiency and accountability, they also raise pressing concerns regarding privacy, autonomy, trust, and ethics within the workplace. This chapter provides a comprehensive theoretical and conceptual exploration of employee surveillance and privacy in digitally enabled workspaces. Drawing upon the Foucauldian Panopticon Theory (Foucault, 1977), Trust Theory (Mayer et al., 1995), Ethical Decision-Making Models (Rest, 1986), and Socio-Technical Systems Theory (Trist & Emery, 1951), it critically examines the paradox of control and empowerment in digital HRM practices. The chapter introduces the Ethical Surveillance Governance Framework (ESGF)—a model for balancing technological oversight with ethical
accountability, employee well-being, and organizational trust. It argues that ethical digital surveillance must move from coercive monitoring to transparent, participative, and purpose-driven data use. Ultimately, this study contributes to the discourse on human-centered HR digitalization, calling for a new social contract between organizations and
employees—one that safeguards dignity, agency, and trust in the age of algorithmic management.