Biometrics and HR | What Employers Need to Know
Employers are utilizing biometrics to identify employees and track hours worked. However, unlike other methods of authentication such as passwords, biometric identifiers may not easily be changed once compromised. Employers that use biometrics need to be aware of regulations such as the Illinois Biometric Information Privacy Act (BIPA). Similar statutes are taking effect in California and New York in 2020
Employers are utilizing biometrics to identify employees and track hours worked. However, unlike other methods of authentication such as passwords, biometric identifiers may not easily be changed once compromised. Employers that use biometrics need to be aware of regulations such as the Illinois Biometric Information Privacy Act (BIPA). Similar statutes are taking effect in California and New York in 2020.
BIPA is the first and the oldest biometric regulation in the United States. Enacted in 2008, it regulates the collection and storage of biometric information. Biometric information includes a variety of identifiers such as retina scans, iris scans, fingerprints, palm prints, voice recognition, facial-geometry recognition, DNA recognition, gait recognition, and even scent recognition.
Although biometric laws broadly apply to all industries and regulate private entities and individuals, compliance issues most frequently arise in the HR and employment context.
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