Remote employee monitoring software that stays transparent and fair

What JOBOHIVE monitors, and what it does not

• While a person is clocked in and the desktop app is running, it can check presence, whether eyes appear to be closing, and whether a hand appears to be near the face. The video is analysed on the person’s own computer and is not recorded or uploaded.
• It notes when keys were last pressed or the mouse last moved to measure idle time. It never records which keys, what was typed, or what is on screen.
• It sends only numbers to the platform: a focus score and minutes away, idle or on the phone.
• Screen recording is a separate option that a company must switch on, and staff are told when it is active.
• It does not track people outside their clocked-in time.

Monitoring done responsibly

Employers carry the legal responsibility for monitoring. These steps keep you on the right side of both law and trust.

• Decide what you need to know and why. Collect only that.
• Tell staff in writing before you start: what is tracked, for how long, who can see it and how to ask questions.
• Get consent where required, and keep a record. JOBOHIVE stores consent against the version of your notice.
• Complete a data protection impact assessment where the law requires one, particularly for biometric data.
• Never rely on a score alone to discipline someone. Treat alerts as a reason to talk, not a verdict.
• Set a retention period, so old activity records are deleted automatically.

Tools for staff privacy and your compliance

• A privacy page where each person sees what is tracked and for how long.
• Consent records with the date, version and the option to withdraw.
• One-click download of a person’s own data.
• A queue for data requests such as access, correction, deletion and objections.
• Automatic deletion of activity records and clock-in photos after your retention period.
• An administrator tool to erase a person’s face data and stored photos.

Kenya Data Protection Act: what to keep in mind

In Kenya, the Data Protection Act, 2019 applies to employers who process staff data. In practice it asks for a lawful basis, openness with staff, collecting no more than needed, keeping data secure and for no longer than necessary, respecting people’s rights, and registering with the Office of the Data Protection Commissioner where required. Biometric and other sensitive data call for extra care, and a data protection impact assessment may be needed. This page is general information, not legal advice. Speak to a Kenyan data protection lawyer about your own situation.

Alerts that help instead of nag

Instead of constant screenshots, JOBOHIVE can alert HR and managers when a clocked-in person has not been detected for a period you set, with a default of ten minutes. That is long enough to cover a quick break and short enough to catch a forgotten clock-out.