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Regularly we hear in the media of a wife or husband who suspected their partner of having an affair, so placed a tracker on his or her car.

Potentially there could be two problems to this – firstly, they did not have permission or authority to place the tracker on a vehicle that they didn’t own  and secondly, on a more personal level, their suspicions could be unfounded.

Sometimes technology is not the best way forward – actual physical surveillance would have been more suited for the latter problem.

However, the use of a vehicle tracker is exceptionally well suited to employee investigations. Where an employee has a company car and provided there is suitable wording within the employee’s contract of employment,  the company is well within its rights to deploy  a tracker.

This could be a permanent feature of the vehicle – it is more likely that a lorry  would have a permanent fit, for instance – or a temporary magnetic tracker that a company could switch between vehicles may be a solution.

So, if you are a Finance, Managing  or HR Director, and you are considering looking into the activities of, say, your best sales person who may not be making their calls, or a key member of your senior team who you suspect is in the process of setting up their own business or someone who is spending more time away from the office than expected, a vehicle tracker may be an option.

A tracker gives real time information that a Company can view to check on a person’s movements.

Did they make that call to a key client?

Why are they going to an address with no indication that it is business related?

What are they doing at a competitors premises?  

With an excel based summary available for analysis, information can be easily matched to call sheets and diaries and any suspicions can be allayed or potentially proven. For further clarity we would recommend physical surveillance, utilising experienced operatives, which could bring final confirmation to ensure all bases are covered.

Monitoring a persons movements in real time can cause some over excitement for the inexperienced. Make sure you know if an employee has a day off for example, or if they have been given permission for a hospital appointment or is on a corporate golf day. Full liaision with HR or their line manager could be beneficial but letting too many people know of  the tracker’s use is not a good thing. Discretion is good, but for those who do know it sends the message that you are serious about your business and demand honesty from your employees.