It can, in certain circumstances. But installing a camera and starting to recognise employees is not enough.

Facial recognition involves the processing of biometric data, a special category of personal data. Its use for access control or attendance monitoring is subject to specific legal requirements, including rules on purpose, security and data processing.

For businesses, adopting this technology without first assessing its legal framework may create data protection and employment law risks.

Technology, yes. But with legal safeguards.

*This information is of a general and abstract nature. Therefore, any decisions regarding these matters should be made with the support of qualified professionals and assessed on a case-by-case basis. Should you require further clarification on this topic, please contact us at soc.advogados@magnaadvogados.pt.