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Human right




This product protects flextime worker's right by capturing video audio in their daily work.


Individual design project


In China, creative jobs in big companies are usually based on flexitime, but due the influence of many bad workplace cultures, flexible working hours have become a new tool for companies to squeeze employees. Some post-1995 employees have the courage to resist injustice, but lacking in the right means of judicial protection, they have no choice but to suffer.

The tragic story of an employee

Mr Chen joined a company with flexible work arrangement. 

After a while, his boss kept increasing his workload. 

Because there was no definite leave time, he couldn’t leave until he had finished his work. 

Nor did he receive any compensation for overtime. 


Although the company does not specify a knocking-off time, the leaders always take various measures to have employees’ free time delayed, so I use these pictures to introduce four bad workplace cultures and then summarise the interviews with four employees. I want to know their thoughts and provide solution to this issue.  

UI Designer

Mr. Yu 23


Mr. Zhang  27


Mr. Huang  35

Product Designer

Mr. Ding 24

As long as I finish my work, I leave at the right time. I hate ineffective overtime.

My boss used our off hours to organize parties, which bothered me a lot. Once I was scolded by my boss for not wanting to go.   

My boss always organizes meetings near the end of working time, which takes up a lot of my personal time. But I was afraid of being fired, so I had to swallow my pride.  

My boss always assigns me some tedious work to work overtime. I would rather loaf on the job than work overtime.  

In essence, all age groups are unwilling to obey unreasonable overtime behaviors of leaders, but young people are better at breaking unreasonable rules in the workplace, which is inseparable from their growing environment and social progress. In contrast, middle-aged people are more helpless and obedient .

The career journey of flextime employees  


(Date comes from user interview)

Before working

During working

After working


Receipt of recruitment information


Signing labor contract

Working according to own schedule

Forced to work overtime

Laid off by the company

Applying for labour arbitration

Appeal failed

Pain Point

Ignore contract details

There is no clear boundary between life and work

Lack of negotiation skills and legal knowledge

There is insufficient evidence to appeal





Unreasonable schedule tasks

Work and life can't separate

Unreasonable schedule tasks

The workload cannot be calculated

The boss persecute employees' rights 


Name: Mr Zhang    Age: 26    Occupation: Developer

Quote:  I want flexible working hours, but I don't know how to protect my rights when I am treated unfairly.

Description: Mr Zhang is a developer whose company operates a flexitime system. He could have left work when he completed his tasks, but his boss often asked him to work overtime for various reasons.  Boss scolded him several times for refusing to work extra hours. 

Concept Developing

Generation Z

Although most Gen Z young people fight against unfair behaviours in the workplace, they do not get any compensation when they are forced to resign due to the lack of legal protection and evidence.

Labour arbitration

When an employee's rights and interests are infringed, applying for labour arbitration is the fairest solution. However, the employee loses the lawsuit due to the inability to show the most direct evidence (such as video and audio evidence).

Supporting law by products

Take traffic accidents as an example. In China, where road traffic is complicated, traffic accidents are widespread. Furthermore, road monitoring cannot provide comprehensive information for accidents. When dash cams were launched, it improved the efficiency of traffic accident handling and enhanced the fairness of accident disputes. 

So I want these workers to record their daily work to the extent permitted by law.

Instructions for using

Turning on the camera to record your daily work. 

Pressing down to turn off the camera when you leave work. 

Separating the recorder from the camera when you need to use it . 

Operating the recorder on the screen. 

Mr Zhang turned on the video camera at every working every.

The company was going to lay off staff.

He had a foreboding because the boss had called him in for a talk.

He takes a recorder with him as a precautionary measure.

He got the notification of dismissal from his boss.

He argue with  boss about his record of serious work to avoid being fired.

After the failure of negotiations,he turned to a labour dispute arbitration committee for help. 

After the court's judgment, the company needs to compensate Mr Zhang's loss.


​Although this method can make up for the lack of evidence in labor arbitration and protect the rights and benefits of employees, users would like to solve the fundamental problem from the work rules.

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