Tim Hickman, Partner at White & Case LLP, advises on the practical implications of using biometric technologies in the workplace, and how to meet the requirements of the GDPR/UK GDPR and EU AI Act.
With their promise of greater security combined with less inconvenience, biometric technologies are increasingly being integrated into working environments. Fingerprint scanners and facial recognition are replacing swipe cards and PIN codes for securing physical access to sensitive areas; facial recognition is replacing passwords for accessing computers; telephone voice recognition systems are replacing lengthy sets of security questions; automated tracking technologies are even improving customer convenience by allowing in-person shopping without the need to interact with a cashier or present a payment card. As these technologies become more sophisticated and accessible, their presence in the workplace is set to grow even further.
Read related articles:
- Processing personal data using AI Systems — Part 1
- The EU AI Act’s extraterritorial scope — Part 2
- The EU AI Act’s enforcement provisions — Part 3
Reproduced with permission from Privacy & Data Protection journal.
This article is prepared for the general information of interested persons. It is not, and does not attempt to be, comprehensive in nature. Due to the general nature of its content, it should not be regarded as legal advice.
