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| Data Protection Issues | Proportionality
 The key word here is “excessive”. Is there a need for a particular system? An employer must conduct evaluation of the different types of systems before introduction, as employees have fundamental Human Rights which are protected by the Data Protection Act. Determining what is excessive requires a case-by-case analysis. Here are some factors which should be taken into account:
• Environment. The nature of the workplace may require high levels of security. Areas that contain sensitive information, high value goods or potentially dangerous material may require a higher level of security than the areas with low value goods or with public access.
• Purpose. A system used to control access for security purposes might be more legitimate than a system used by the same employer purely for time management purposes.
• Efficiency. Ease of administration may necessitate the introduction of a system where other less invasive systems have failed, or proved to be prohibitively expensive to run.
• Reliability. If an employer suffers as a result of untrustworthy staff, impersonating each other for various reasons, then a system may be justified as long as other less invasive ones have been assessed and reasonably rejected.
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