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While reviewing an archive from 2020, our team came across numerous cases related to remote work and its unintended consequences, such as domestic abuse. We weren't the only ones to discover and report such incidents—many other companies were also monitoring and documenting these situations. As a result, we decided to feature one of these stories on our blog, highlighting how one of Kickidler's clients, Company X, uncovered a case of domestic abuse involving one of their employees and the steps they took to address it. For privacy reasons, all names have been changed to prevent any negative repercussions.
Employee Monitoring Started
Amy Darton had been a dedicated employee at a mid-sized tech firm for over three years when the pandemic hit, forcing her to work from home. The company implemented employee monitoring software to manage their remote workforce, tracking standard metrics like work hours, projects, and communication patterns. It seemed like a necessary step to maintain productivity, and for a while, things appeared to be running smoothly.
Amy had always been a top performer—punctual, engaged, and productive. However, after several months of remote work, her usual steady schedule began to shift dramatically. HR noticed that her activity became erratic, with long periods of inactivity during regular hours and sudden bursts of intense work late at night. In meetings, she started to disengage, keeping her camera off more often and participating minimally.
At first, the HR team suspected burnout, a common challenge for remote workers isolated at home during the pandemic. When her manager reached out to check in, Amy gave vague, evasive responses, saying she was just adjusting to her new routine. But something didn’t add up. The monitoring software revealed more: Amy’s mouse movements were often idle during work hours, and yet her productivity surged late at night.
Uncovering a Dark Truth Through Remote Employee Tracking
One evening, a trusted coworker, concerned by Amy’s withdrawal, reached out to her privately. In an emotional conversation, Amy finally revealed the painful truth—she was in an abusive relationship. Her partner was not only controlling but increasingly violent. He monitored her closely during the day, forbidding her from engaging in her work, answering emails, or attending meetings freely. He demanded to know what she was doing at all times, making it impossible for her to focus on her job. If she disobeyed, the consequences were harsh.
The abuse Amy suffered was both psychological and physical. Her partner would regularly invade her privacy, demanding access to her devices, forcing her to account for every moment of her day, and even physically preventing her from working like closing her in the bathroom for hours. He would hover nearby during her work hours, constantly interrupting her or threatening her with violence if she wasn’t paying attention to him. These constant disruptions left her with no choice but to complete her work late at night, after he had fallen asleep.
The abusive control escalated over time. What started as verbal intimidation and psychological manipulation had become physical abuse. Amy lived in fear, afraid to leave the house or reach out for help because her partner had isolated her from friends and family, making her feel trapped in her own home.
How the Company Responded
Once the HR team understood the severity of Amy’s situation, they immediately took action. First, they connected Amy with specialized resources, including confidential access to counseling services, which provided her with emotional support and strategies for dealing with the abusive environment. They also offered legal assistance to help Amy understand her rights and options for leaving her partner safely.
Realizing that Amy needed more flexibility and protection, the company made significant adjustments to her work schedule. She was given the option to work entirely off-hours when it was safer for her. Additionally, they provided Amy with temporary financial assistance to cover the costs of relocation, should she decide to leave her home and partner. HR worked closely with her to create a safety plan, offering time off if needed and ensuring that her work responsibilities were manageable under the circumstances.
Managers were trained to handle sensitive situations like Amy’s with empathy and discretion. The company also introduced a policy for identifying and responding to signs of distress among remote employees. This included regular one-on-one check-ins that went beyond just work performance, asking employees about their well-being and providing resources for anyone facing personal difficulties.
Amy’s case prompted the company to partner with external organizations specializing in domestic abuse. They made these resources available to all employees, offering confidential support lines and legal advice for those dealing with similar issues.
A Culture of Care
Amy’s story had a profound impact on the company’s approach to employee well-being. While their initial intention in using monitoring software was to ensure productivity, they soon realized it could be a powerful tool to detect signs of distress or crisis. The company shifted its focus from pure productivity tracking to a more holistic, human-centered approach. Managers were trained to view unusual work patterns, like Amy’s, as potential indicators of deeper personal struggles.
For Amy, the company’s support was life-changing. With their help, she was able to safely leave her abusive relationship, find a new place to live, and regain control of her life. Today, she continues to work remotely, but in an environment where she feels safe and supported. The company’s actions not only helped her escape a dangerous situation but also empowered her to rebuild her life.
The Need for Proactive Measures
A report by the United Nations confirmed that domestic violence incidents surged globally during the COVID-19 pandemic, with some countries reporting an increase of 25% in calls to domestic abuse hotlines. Lockdowns and quarantines, while essential for public health, trapped victims at home with their abusers, making it difficult to seek help or escape. For many employees, the home—previously a safe space to retreat from work stress—became a battleground.
As remote work continues to be a permanent fixture for many industries, businesses must adopt measures to address the hidden challenges faced by employees. While tools like Kickidler are useful for productivity tracking, they can also be employed to identify distress signals. HR departments should be trained to recognize signs of abuse, such as sudden changes in work patterns, unexplained periods of inactivity, or requests for erratic working hours.
Additionally, companies need to provide clear channels for employees to report abuse safely. Offering mental health support, legal assistance, and confidential help lines is critical to supporting remote employees who may be trapped in abusive situations.
Conclusion
In this case, remote employee tracking software unexpectedly became a tool for uncovering abuse rather than just monitoring productivity. It serves as a reminder that behind the data are human beings, each facing unique challenges. As remote work continues to evolve, businesses must develop ethical, compassionate approaches to employee management that protect productivity and personal well-being.
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