This week, it was reported that headsets used to assign jobs and rank performance at Woolworths distribution centres in Australia have now made their way to major supermarket chains in New Zealand, sparking concerns among workers and unions.
In Australia, workers at Woolworths distribution centres have raised significant concerns regarding the use of performance-tracking headsets that impose unrealistic time pressures.
One woman stated that her headset indicated it should take just 14 minutes to pick 96 items spread across multiple locations. Such stringent time constraints have led employees to feel overwhelmed and stressed as they strive to meet these demanding targets while managing their workload effectively.
In addition to the unrealistic time expectations, workers have voiced frustrations over the lack of flexibility regarding essential breaks. Many employees report that they are not afforded adequate time for bathroom breaks or other necessary pauses during their shifts, further exacerbating the stressful environment created by the headset technology.
Foodstuffs, which operates several supermarket chains in New Zealand, stated that they have been using voice-directed systems for over 20 years. They emphasised that the time benchmarks provided by the headsets are based on what trained employees can safely accomplish and are intended to enhance efficiency without compromising safety.
Woolworths also defended its use of engineered standards, asserting that these practices are standard in grocery and manufacturing warehouses.
“These help us with effective workforce planning, forecasting the number of labour hours required, and identifying opportunities for training and areas for improvement in the distribution centre,” the company said.
“In New Zealand, the standards are set in conjunction with our local unions, considering various factors to ensure products can be picked and moved efficiently and safely. Safety is at the core of everything we do, and doing a job safely is inherently built into the standards.”
Performance-tracking Headsets and Employee Welfare
Employment lawyer Alison Maezler from Hesketh Henry stated that employers are permitted to adopt new technology as long as there are no clauses in employment agreements or existing policies that prohibit such actions.
“There could be nothing in the employment agreement, or any law, that would make it unlawful or unreasonable to introduce the new technology. For example, if the new technology was collecting personal information about the employees, then the Privacy Act would be very relevant.”
“If the Privacy Act was not being complied with, then the employer would have real difficulty enforcing a requirement to use the new technology.”
For Maezler, a significant issue in this case revolves around the specific purposes for which the headsets are being utilized. Key questions include whether these devices are being used to monitor employee movements, what types of information are being collected, what aspects of employee performance are being tracked, and how this information is ultimately employed.