I Refused to Be Spied On at Work—Then HR Took It Even Further

More and more employees are speaking up about strict remote-work rules and the surprising ways companies try to enforce them. Stories about workplace surveillance, unusual HR decisions, and privacy concerns are becoming increasingly common as people navigate the new era of working from home. Recently, a reader reached out to Bright Side with a shocking experience related to this very issue.

Here’s Petra’s letter:

Hi Bright Side,

I had signed a remote-work contract stating I was allowed to work only from my home address. When my neighbors began a major renovation and the noise became unbearable, I subscribed to a coworking space just down the street so I could focus.

A couple of days later, HR called me in: “We don’t pay you to wander! You violated the location rule.” (Turns out they track IP addresses the whole time, and mine showed I wasn’t at home.)

Shocked, I snapped: “This isn’t remote work. It’s a leash!”

The next day, I walked into the coworking space and froze. I saw someone from our HR department sitting there, at a corner desk with a laptop, badge, and a stack of company folders. He looked up, startled, recognizing me instantly.

Then he said something I never saw coming: “We’ve been sent here to inspect the space. Leadership wants to verify whether employees who violate the work-from-home rule are doing anything... inappropriate.”

I thought I misheard. But no—they proceeded to explain that HR had quietly subscribed to multiple coworking spaces in the city, using company funds, to spy on employees they suspected of working off-site.

They weren’t there for meetings. They weren’t there for networking. They were there to watch us! My stomach dropped...

The HR rep quickly added, “Please, don’t make a scene. This is confidential. We’re supposed to report anyone we find here... including you.”

Has anyone else encountered similar surveillance policies, or is my company the only one enforcing rules this extreme?

—Petra

Thank you, Petra, for sending us your story. Here are 4 pieces of advice that may help you navigate this difficult and unsettling situation.

Document Everything Before Taking Your Next Step.

When a company begins monitoring employees this aggressively, it’s important to protect yourself by collecting clear records. Save emails, screenshots, policy documents, and anything that proves the original remote-work rules you agreed to. If the surveillance escalates or HR tries to discipline you, these details become your strongest defense.

Keep your notes factual and calm, even if the situation feels outrageous. Good documentation gives you options later, especially if you choose to escalate the issue.

Talk to HR Strategically — Not Emotionally.

Even though their behavior feels invasive, confronting HR angrily could backfire. Instead, schedule a direct conversation where you calmly ask them to clarify the policy and explain how you’re expected to work in situations where your home environment becomes impossible. Focus on the practical problem: noise, productivity, and the contract’s limits.

If they dodge accountability, ask for written confirmation of whatever they tell you. Getting HR on record forces them to take their own policy seriously and reduces the chance of arbitrary enforcement.

Check Your Local Labor Laws — You May Have More Rights Than You Think.

Employee surveillance rules vary widely, and many regions require companies to inform workers clearly about what is being monitored. HR tracking IP addresses without transparent consent may already cross legal boundaries, especially if they are physically staking out coworking spaces. Look up remote-work regulations, privacy laws, and workplace monitoring standards in your area.

If something seems off, consult a labor attorney or a legal advice hotline just to understand your rights. Knowledge alone can shift the power balance back in your favor.

Start Quietly Exploring Healthier Work Environments.

When a company treats remote employees like suspects, that culture rarely improves. Begin discreetly updating your résumé, researching companies with healthier remote-work values, and networking with teams that trust their employees. You don’t need to quit today, but giving yourself options reduces the stress of dealing with HR’s surveillance.

Meanwhile, keep doing your job professionally so you can leave on your own terms if you choose. Sometimes the best response to a controlling workplace is planning your exit with intention.

Workplace stories often show how tricky fairness and recognition can be. Many people work hard hoping it will pay off, yet still face unexpected challenges.
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