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OECD Survey Found Wide Workplace Monitoring Gap

US firms utilize significantly more algorithmic management software than European counterparts.

Updated on Sept. 20, 2026 in Remote Work

Isometric editorial illustration of a modular office building structure, symbolizing the systemic nature of algorithmic workplace monitoring.
A 2024 OECD survey found that US companies are significantly more likely to utilize algorithmic monitoring software compared to their European counterparts. AI Illustration. Upload story photo >

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Should companies be required to inform employees about all algorithmic tools used to monitor performance?

A 2024 OECD survey of 6,047 firms revealed stark differences in workplace surveillance, with US companies adopting automated monitoring at much higher rates than European peers. The findings suggest that existing AI-focused regulations often overlook common management software tools.

Why it matters

The report indicates that variations in regional consultation laws and enforcement have created an international divide in how employees are monitored. Furthermore, many widely used enterprise tools fall outside current AI legislation, leaving worker data largely unprotected.

67% of US firms use software to sanction performance compared to just 4% in Europe. Additionally, over 75% of American firms deploy ten or more distinct algorithmic management use cases.

The players

OECD

The Organisation for Economic Co-operation and Development is an international organization that works to build better policies for better lives.

Ipsos

Ipsos is a multinational market research and consulting firm that conducted the fieldwork for the OECD study.

The details

Managers at firms with 20 or more employees reported widespread use of software like SAP, Workday, and Trello to oversee operations. While 91% of managers believe staff are aware of these tools, more than half of US firms report that employees cannot request corrections to the collected data.

Timeline

  1. Spain passed the Riders' Law in 2021.

  2. Italy passed the Transparency Decree in 2022.

  3. Ipsos conducted survey fieldwork between June and August 2024.

  4. More employment obligations for employers are expected to land in 2026.

Market Landscape

The adoption of workplace monitoring tools follows a pattern set by the Foodinho case, where regulators intervened in algorithmic management. This reveals a broader industry trend where regulatory scrutiny is beginning to conflict with aggressive automated management strategies.

Employees working for firms that utilize high levels of algorithmic management may find it difficult to dispute data-driven performance assessments. The lack of opt-out procedures at many companies means that workers often have limited control over the monitoring of their conversations and output.

The takeaway

The rise of algorithmic management creates a significant transparency challenge for the modern workforce. Employees should remain aware that routine enterprise software often functions as a monitoring tool, regardless of whether it is explicitly labeled as AI.

What happens next

New employment obligations for employers are projected to be implemented in 2026, which may influence how firms deploy management software.

Further reading

Learn more about the evolving nature of digital oversight in Remote Work.

Live Poll

Should companies be required to inform employees about all algorithmic tools used to monitor performance?