Numerous companies, including a national leisure center chain, are reassessing or discontinuing the use of facial recognition technology and fingerprint scanning for monitoring employee attendance in response to actions taken by Britain’s data authority.

The Information Commissioner’s Office (ICO) instructed a Serco subsidiary to halt the use of biometrics for tracking employee attendance at its leisure centers and prohibited the use of facial recognition and fingerprint scans. The ICO also issued stricter guidelines.

Following an investigation, the ICO found that more than 2,000 employees’ biometric data was unlawfully processed at 38 Serco-managed centers using facial recognition and, in two instances, fingerprint scanning to monitor attendance.

In response, Serco has been given a three-month deadline by the ICO to ensure compliance with regulations and has committed to achieving full compliance within that timeframe.

Other leisure center operators and businesses are also reevaluating or discontinuing the use of similar biometric technology for employee attendance monitoring in light of the ICO’s actions.

Virgin Active, a leisure club operator, announced the removal of biometric scanners from 32 properties and is exploring alternatives for staff monitoring.

Ian Hogg, CEO of Shopworks, a provider of biometric technology to Serco and other companies, highlighted the ICO’s role in assisting businesses in various industries to meet new standards for biometric authentication.

The new ICO standards emphasize exploring alternative options to biometrics for achieving statutory objectives, prompting companies to reconsider their use of such technology.

1Life, owned by Parkwood Leisure, is in the process of removing the Shopworks system from all sites, clarifying that it was not used for biometric purposes.

Continuing discussions with stakeholders, the ICO aims to guide appropriate use of facial recognition and biometric technology in compliance with regulations and best practices.

The widespread concerns raised by the ICO’s actions underscore the need for stronger regulations to protect employees from invasive surveillance technologies in the workplace.

The case of an Uber Eats driver facing issues with facial recognition checks highlights ongoing debates about the use of artificial intelligence in employment relationships and the need for transparent consultation processes.

Emphasizing the importance of respecting workers’ rights, the use of artificial intelligence in employment must be carefully regulated to prevent discriminatory practices and ensure fair treatment of employees.