02.06.2026 08:50
According to the principle decision of the Personal Data Protection Board published in the Official Gazette, it has been found unlawful to track employees' working hours using biometric data such as fingerprints, facial recognition, retinal scans, and similar methods. The Board stated that the employee's explicit consent would not be sufficient. It was emphasized that alternative methods such as card access systems, PIN codes, signature sheets, and RFID/NFC identity cards should be used for attendance tracking.
The Personal Data Protection Board (KVKK) found it unlawful to monitor employees' attendance using biometric data. A principle decision published in the Official Gazette imposes restrictions on attendance control through methods such as fingerprints, facial recognition, and retina scans.
A LANDMARK DECISION FROM KVKK
The Personal Data Protection Board's principle decision regarding the processing of employees' biometric data was published in the Official Gazette and took effect.
The Board ruled that using biometric data such as fingerprints, retina scans, facial and hand geometry, and voice timbre for employee attendance tracking violates personal data protection legislation.
EXPLICIT CONSENT IS NOT SUFFICIENT
The decision emphasized that explicit consent from employees alone is insufficient. The KVKK stated that biometric data processing is only possible if explicitly provided for by law and assessed that there is no legal basis for using such data for attendance tracking purposes.
A NEW ERA FOR EMPLOYERS
With this decision, the use of fingerprint and facial recognition systems for attendance control in many workplaces has become a matter of debate. The Board indicated that less intrusive methods should be preferred for monitoring employee attendance.
ALTERNATIVE METHODS LISTED
The KVKK also explained that attendance tracking can be conducted using methods other than biometric data.
Accordingly, employers may use;
- Encrypted card systems,
- PIN-based entry methods,
- Traditional signature applications,
- Paper-based attendance sheets,
- RFID or NFC identification cards,
- Manual recording methods under supervisor oversight, among other alternative systems.
AFFECTS MILLIONS OF EMPLOYEES
The decision is expected to impact numerous workplaces in both the public and private sectors that use fingerprint or facial recognition systems for entry-exit control.
Experts assess that the principle decision may lead employers to reassess their personnel tracking systems.