An employer relies solely on employee consent for continuous badge-based location tracking across the workplace. What is the strongest privacy-compliance concern?
Select an answer to reveal the explanation.
Short Explanation
Consent at work is like “agree or lose your paycheck”—that’s not really free choice. Continuous badge tracking needs a real lawful basis and a necessity check, not a checkbox shoved at staff. Treat freeness and proportionality as first-class issues.
Full Explanation
GDPR consent must be freely given; the imbalance of power in employment makes sole reliance on consent for intrusive monitoring problematic under EDPB guidance. Continuous location tracking engages fairness, purpose limitation, and data minimisation and typically requires careful assessment of alternative bases such as legitimate interests (where available) or other applicable grounds plus necessity and safeguards. Transparent notice and less intrusive alternatives remain central.