Asos to monitor staff using CCTV

Online fashion retailer Asos is to install up to 300 cameras in its warehouse in a bid to monitor its staff.

London’s freesheet the Evening Standard reported the online retailer could install them as soon as by the end of this year.

The surveillance would aid company efficiency according to Asos, however, warehouse workers have responded differently. One employee told the Standard: “Management told us that it’s for ‘customer care’ but we think they’re going to be spying on it. It’s going to put even more pressure on us to go quicker. Everyone feels a bit wary about the cameras. It’s going to feel like we’re in Big Brother.”

Are cameras a potential breach of privacy?

The controversial move has already seen Union GMB respond, who claim it would be a breach of privacy and showed “very little dignity and respect” to staff at the distribution centre.

Asos started out as a website where customers could buy affordable versions of outfits worn by celebrities —“as seen on screen” — but is now one of the UK’s biggest online clothing retailers.

”Cameras will help us to respond quickly to customer queries”

Asos is yet to comment however, Ken Perritt, supply chain account director at XPO Logistics who manage the warehouse said the cameras will “help us to verify and respond swiftly to customer order queries”.

He added: “We have had CCTV cameras in place since the warehouse opened for the safety and welfare of our colleagues, the security of the facility and to monitor areas that can get very busy at key operational times.”

Recording on CCTV cameras is covered by the UK’s date protection act and laws. Data protection law doesn't prevent monitoring in the workplace, however, it does set down rules about the circumstances and the way in which monitoring should be carried out.

Employers must be clear about the reasons for monitoring staff and the benefits that this will bring. They must also identify any negative effects the monitoring may have on staff as part of an impact assessment.

For example, employers could consider whether there are any, less intrusive, alternatives to monitoring and work out whether the monitoring is justified, taking into account all of the above.

Image:Suveillance camera