Employers should exercise strong caution when using automated surveillance tools. They should develop best practices that limit surveillance through intentional centralized governance procedures that prioritize inclusion for people with disabilities and other underrepresented groups. Aside from legal compliance concerns, automated workplace surveillance could result in harmful organizational cultures and other undesirable outcomes.

In the workplace context, surveillance technologies are tools that monitor employees at work, including by automatically tracking employee productivity, attentiveness, movement, and other metrics. Employers might use this information to make decisions about task management, advancement, and even termination.