Why this answer
What actually matters
- Monitoring should have a lawful basis, defined purpose and appropriate transparency.
- Necessity/proportionality matter, especially for intrusive monitoring.
- Workplace policies and legitimate investigations can justify monitoring in appropriate cases.
What you could say
Keep the response tied to the actual rule.
Evidence
What to have beside you
- Contract, handbook and relevant policies
- Emails, messages, meeting notes and outcome letters
- Pay records, rota/time records or redundancy calculations where relevant
- A dated chronology, including any grievance or protected complaint
If they still refuse
Move the dispute forward.
- Check the claim-specific time limit early; employment tribunal limits can be short and Acas Early Conciliation may affect calculation.
- Use grievance/appeal procedures where appropriate without assuming internal processes stop a statutory limitation clock.
- Get specialist advice promptly where dismissal, discrimination, whistleblowing or significant loss is involved.
Read the full rules