No I wouldn't. But then on this side of the pond I have much better protections in law against this sort of thing. That's both from a data protection point of v

No I wouldn't. But then on this side of the pond I have much better protections in law against this sort of thing. That's both from a data protection point of view, but also from an employment law point of view. I was struck by the part in the article where it says: 'However, Samfiru added, an employer can let an employee go "for pretty much any reason" as long as any severance that is owed is paid out.' Over here, if an employer imposes unreasonable conditions on an employee, that employee refuses, and the employer fires them because of that, then that's unfair dismissal, and the employee can take the employer to an employment tribunal. The main problem at the tribunal would be proving that the refusal to accept the conditions was the reason for dismissal. When I read that "her refusal to download the app was mentioned in her letter of termination", over here the employee would have the employer over a barrel. It even goes further here. If an employer imposes unreasonable conditions, and the employee resigns because of them, that's constructive dismissal, and the employee can take the employer to the tribunal just like if the employer fired the employee.