Should companies have the right to monitor and measure employee productivity through digital tools, like tracking keystrokes, screen activity, time spent on tasks, or even using AI to analyze work patterns? On one side, some argue that digital tracking can improve efficiency and accountability, especially in remote or hybrid workplaces where managers can’t physically observe employees. On the other side, critics push back hard, saying this kind of surveillance crosses a line, turning workplaces into surveillance centres. Constant monitoring can destroy trust, increase stress, and blur the boundary between professional and personal life, especially when tracking extends beyond work hours or into private devices. This debate explores the duality of what might be used for accountability or what might be used for control.