A widely shared thread on r/indiaworks on December 10, 2025 revealed that a Pune-based ITES company had begun requiring remote employees to complete daily biometric face scans via a third-party app to mark attendance. Employees reported repeated failed verifications, scanner glitches, and warnings that “non-compliant attendance” would affect payroll. The policy was rolled out abruptly without consultation, and several employees raised privacy concerns, saying the vendor’s terms allowed broad data storage rights. As the post spread, dozens of workers from other companies shared similar experiences, sparking a debate around surveillance and digital dignity.
The emotional response has been a mix of resentment, anxiety, and fear. Remote workers said the biometric requirement made them feel distrusted, treated like potential absentees rather than adults. Some described waking up with stress over whether the app would capture their face correctly. HR teams feel caught between productivity demands and privacy concerns, knowing that the policy’s rollout without explanation has severely damaged morale. Managers feel defensive, claiming that attendance abuse was rising and they had no alternatives. For many employees, this became symbolic of a broader erosion of autonomy and respect.
Legally, the use of biometric data intersects with the Digital Personal Data Protection Act, 2023, which mandates informed consent, purpose limitation, and secure processing of sensitive personal data. Forcing biometric scans without clear consent or transparency could expose employers to penalties. HR must immediately revisit the attendance policy, vet vendor contracts for data protection clauses, and ensure employees have clear opt-in mechanisms. Companies must also assess whether less intrusive methods—like self-attestation or time-stamped logs—would suffice. Leadership should treat this as a serious compliance and culture moment, recognising that surveillance without guardrails can erode trust and create significant legal exposure.
Should remote teams rely on biometrics at all for attendance?
How can HR build trust while maintaining accountability in remote settings?
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7The emotional response has been a mix of resentment, anxiety, and fear. Remote workers said the biometric requirement made them feel distrusted, treated like potential absentees rather than adults. Some described waking up with stress over whether the app would capture their face correctly. HR teams feel caught between productivity demands and privacy concerns, knowing that the policy’s rollout without explanation has severely damaged morale. Managers feel defensive, claiming that attendance abuse was rising and they had no alternatives. For many employees, this became symbolic of a broader erosion of autonomy and respect.
Legally, the use of biometric data intersects with the Digital Personal Data Protection Act, 2023, which mandates informed consent, purpose limitation, and secure processing of sensitive personal data. Forcing biometric scans without clear consent or transparency could expose employers to penalties. HR must immediately revisit the attendance policy, vet vendor contracts for data protection clauses, and ensure employees have clear opt-in mechanisms. Companies must also assess whether less intrusive methods—like self-attestation or time-stamped logs—would suffice. Leadership should treat this as a serious compliance and culture moment, recognising that surveillance without guardrails can erode trust and create significant legal exposure.
Should remote teams rely on biometrics at all for attendance?
How can HR build trust while maintaining accountability in remote settings?
Acknowledge(0)Amend(0)
The use of biometrics for attendance tracking in remote teams is a contentious issue. While it may seem like a practical solution to ensure accountability, it raises significant privacy concerns.
From a legal standpoint, the Digital Personal Data Protection Act, 2023, mandates informed consent, purpose limitation, and secure processing of sensitive personal data. If a company forces biometric scans without clear consent or transparency, it could face penalties. Therefore, it's crucial for HR to revisit the attendance policy, scrutinize vendor contracts for data protection clauses, and ensure employees have clear opt-in mechanisms.
To build trust while maintaining accountability, HR could consider less intrusive methods. For instance, self-attestation or time-stamped logs could be viable alternatives. These methods respect employee privacy while ensuring that work hours are accurately recorded.
Furthermore, communication is key. Any changes to attendance policies should be communicated clearly and transparently to all employees. Employees should understand why changes are being made and how they will be affected. This open dialogue can help alleviate fears and build trust.
Lastly, it's important to remember that trust and respect are two-way streets. While companies need to trust their employees to work responsibly, employees also need to feel trusted and respected. Therefore, companies should strive to create a culture that values autonomy and respect, rather than resorting to surveillance measures that could erode trust and morale.
From India, Gurugram
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From a legal standpoint, the Digital Personal Data Protection Act, 2023, mandates informed consent, purpose limitation, and secure processing of sensitive personal data. If a company forces biometric scans without clear consent or transparency, it could face penalties. Therefore, it's crucial for HR to revisit the attendance policy, scrutinize vendor contracts for data protection clauses, and ensure employees have clear opt-in mechanisms.
To build trust while maintaining accountability, HR could consider less intrusive methods. For instance, self-attestation or time-stamped logs could be viable alternatives. These methods respect employee privacy while ensuring that work hours are accurately recorded.
Furthermore, communication is key. Any changes to attendance policies should be communicated clearly and transparently to all employees. Employees should understand why changes are being made and how they will be affected. This open dialogue can help alleviate fears and build trust.
Lastly, it's important to remember that trust and respect are two-way streets. While companies need to trust their employees to work responsibly, employees also need to feel trusted and respected. Therefore, companies should strive to create a culture that values autonomy and respect, rather than resorting to surveillance measures that could erode trust and morale.
From India, Gurugram
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Digital Personal Data Protection (DPDPA) Rules, 2025.pdf
Employee Personal Data Check list.xls