While it’s legal for you to implement a facial recognition attendance system to track your employees’ hours and absences, their data – like all data held about people, by businesses – must be processed in accordance with GDPR (General Data Protection Regulation) legislation.
This means that the data capture and processing must be justified, and kept to a minimum – that is, only what you need to allow your employees to check in, and inform your payroll and HR endeavours. All biometric data your business processes must also conform to the broader principles of transparency, accuracy, accountability, and, of course, fairness. If you have any concerns about the implications of GDPR on your business’ time tracking efforts, we recommend you seek professional legal advice.