AMP refutes claims of video surveillance of at-home workers

AMP has denied reports that its new employment contracts grant the company the ability to conduct continuous video surveillance on staff, including when they work from home.

On Friday (21 March), the Finance Sector Union (FSU) alleged that AMP employees were given just one week to sign new contracts permitting constant video monitoring – regardless of their work location, including at home. The contracts, according to the union, also grant AMP the right to require medical examinations by a company-appointed doctor, along with a series of other invasive measures.

The FSU said around 2,000 staff received the contracts on 17 March and were given until 24 March to sign, warning that those who agree would lose key entitlements – such as overtime, penalty rates, and annual leave loading – in exchange for a “flat rate” of pay.

The union also claimed that employees are being offered a $1,000 share plan grant as an incentive, while employees who refuse to sign would be excluded from employee incentive programs.

FSU national assistant secretary Nicole McPherson called the contract “draconian”, claiming that it features “some very disturbing surveillance and medical privacy provisions”.

“We are advising AMP workers not to sign. It’s not just what’s in the contract but what’s not in it,” McPherson said.

However, in a statement provided to HR Leader and its sister brand, Investor Daily, an AMP spokesperson said the updated contracts were drafted and reviewed by an external law firm.

The firm, it said, “verified that all of the contract clauses align with common industry practice used by many other organisations and comply with current legal requirements”.

“To confirm, AMP is not and will not conduct camera surveillance on employees when they work from home,” it said.

FSU fires shots

The FSU also accused AMP of refusing to negotiate a new enterprise agreement, warning that key employment rights remain in company policy and can be changed or removed at any time.

“Because AMP refuses to bargain for a new enterprise agreement, important rights are in policy, meaning AMP can remove or change things at any time. For example, the new contract does not contain details of any guaranteed pay increase, leave or redundancy entitlements,” said McPherson.

“AMP needs to come to the table and urgently negotiate an enterprise agreement which would give its workers rights and protection.”

According to the FSU, the new contracts place employees on an annualised salary, effectively eliminating overtime, penalty rates, annual leave loading, and superannuation as separate benefits. Some contracts also require employees to work additional hours without extra pay.

The FSU further claimed the contracts allow AMP to share employees’ personal data with third parties and conduct surveillance, even at home, with just one day’s notice.

Additionally, the union said, a medical examination clause grants AMP the right to require employees to undergo assessments by a company-appointed doctor, with AMP receiving access to the results – raising concerns over medical privacy.

“AMP is trying to undermine the right to disconnect by including a clause in some contracts that requires employees to read and respond to contact from AMP and third parties outside ordinary hours,” the union said.

The contract also allegedly limits damages for breaches related to personal illness or psychiatric injury and allows AMP to change an employee’s work location at any time.

“The FSU has written to AMP demanding the contracts be revised per the union’s feedback, or that AMP commence negotiations for an enterprise agreement that genuinely protects workers,” the union said.