Data protection law does not ban monitoring workers, but it must be done compliantly: the employer should weigh its business interests against workers' rights and freedoms, must be clear about the purpose and must choose the least intrusive way to achieve it; that a monitoring tool exists does not make it the right means. The right to private and family life (HRA 1998, Art. 8) weighs more heavily for home working, where expectations of privacy are higher and family life is more likely to be captured. The ICO's example: webcam checks on remote staff to catch late starters are disproportionate when log-on times would show the same.
This control maps to 1 controls across 1 other frameworks. If you already hold one of them, the evidence you collected for it is the starting point here rather than new work.
Every mapping shown was judged rather than inferred from wording similarity, and the ones that failed review are published too. See the coverage reports and what was rejected.
The graph holds this control, the 1 it maps to, and the evidence behind each claim, over MCP and REST.