It is their own phone.
Australia now has a statutory privacy tort with no employee-records exemption, and covert tracking of a worker is a criminal offence in New South Wales. Every other platform in this category will have to retrofit consent into a product that was not designed for it. We started with it.
4 commitments, built into the architecture.
Clock-in to clock-out, and nothing outside it
Outside a shift the app sees nothing at all, not location and not motion, and that is enforced by the architecture rather than by a setting a manager could change.
No camera, no microphone, no app data
The sensors we read are physically incapable of capturing what anyone said, saw or typed. All they report is how the smartphone moved through three axes.
One-tap withdrawal, in the middle of a shift
A worker can decline and still clock in and get paid normally. The exception goes to the manager as an exception, and it never touches anyone’s pay.
A versioned consent log
Every grant and every withdrawal is timestamped, versioned and exportable, so what you hold is evidence you could put in front of a regulator rather than a tick-box.
The distinction that keeps this honest is shift bounded and work directed. Collect while the shift is running and not otherwise, record the work rather than the person, and do not rank named individuals. If a record could be used to discipline someone without an independent reason to look, it is the wrong record.
Where the data lives
In a managed database cluster in an Australian region. What is stored is derived sessions only, meaning a start time, an end time, a state and a duration, alongside the versioned consent log. The raw motion signal never leaves the smartphone, so there is no sensor stream on the server to hand over, lose or subpoena.
Digital work systems
New South Wales has passed the Work Health and Safety Amendment (Digital Work Systems) Act 2026, which received assent in February 2026. Once the remaining provisions commence it will require businesses to manage risks arising from digital work systems, including excessive or unreasonable workloads, performance metrics, monitoring and surveillance, and discriminatory decision-making. The substantive provisions have not generally commenced and are being prepared for commencement following the development of SafeWork NSW guidelines.
We think that is the right law and we designed to it before it existed. Our writing on officer due diligence sets out the reasoning.