The use of neurotechnologies at work: surveillance, productivity and labor rights

Introduction: Neurotechnologies have expanded their field of application beyond the clinical field, being progressively incorporated into work environments as part of digitalization and data-based management processes. These technologies allow cognitive variables to be monitored, which generates expectations of improvement in productivity, but also ethical and legal concerns related to labor surveillance, cognitive privacy, and workers' rights. Methodology: The research was developed under a qualitative, descriptive and interpretative approach, using thematic analysis. The sample was intentional and defined by theoretical saturation, including professionals linked to labor management, labor law specialists, and workers with experience in environments with technological monitoring. Semi-structured interviews and documentary analysis were used, applying criteria of qualitative rigor such as triangulation and validation by experts. Results: The results show ambivalent perceptions about the use of neurotechnologies in the workplace. These are accepted when associated with security and error prevention, but generate resistance when used to evaluate individual performance. Neurocognitive surveillance is perceived as highly intrusive, affecting autonomy, increasing work stress and evidencing conditional consent and regulatory gaps. Discussion: The findings confirm that neurosurveillance intensifies the tensions inherent in traditional electronic monitoring, deepening debates about cognitive privacy and organizational control. Conclusions: It is concluded that the use of neurotechnologies at work requires clear ethical and regulatory frameworks that protect labor rights and avoid the normalization of cognitive control.