Dutch DPA administers record €725 000 fine for GDPR violation

The Dutch Data Protection Authority, Autoriteit Persoonsgegevens (Dutch DPA), has issued a EUR 725 000 fine on April 30th to a company for scanning the fingerprints of its employees in order to record attendance.

As fingerprints fall under sensitive data according to Art. 9 GDPR, by being biometric data and therefore can easily identify a data subject, the Dutch DPA has addressed two exceptions in the present case: explicit consent according to Art. 9 II a GDPR, and the necessity of the processing for security reasons, which are related back to Art.9 II g GDPR.

According to the Dutch DPA, none of the two exceptions apply.

In the first case, the Dutch DPA states that the employer has shown no proof of valid explicit consent of the employees. Rather, the Dutch DPA is of the opinion that in an employment relationship, consent cannot be given freely. While it is tricky to ensure freely given consent in situations where one side is dependant on the other, it is possible to ensure such a freely given consent by the means of offering an alternative form of processing, allowing the employee to choose from two options according to their own judgement. In the case brought to the Dutch DPA, this had not been the case. Rather, employees felt obligated to give their consent, especially since the denial resulted in a personal meeting with the director. An alternative option to scanning their fingerprints was not given by the company.

The second exception of the necessity of the processing for security reasons was also dismantled by the Dutch DPA. It reasoned with the fact that such an exception only applies in cases where the security of the systems or the building depend on biometric data, and cannot be done by a less invasive method. While the activities of the company remain confidential, the Dutch DPA has denied them to be of that level of importance that security can only be done through biometrics. Therefore, the fingerprint scanning in the matter was unnecessary and disproportionate to the invasion of the employees’ privacy.

As this case shows, it is recommendable to be careful with the processing of biometric data. In particular, companies should ensure to have valid consent before progressing with the processing of sensitive data to mitigate the risks of a fine.