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8 steps to ensure that employees understand the confidentiality of their biometric screening

Updated: Jul 13, 2023

Written by: Dana Wisniewski, MS | Health Promotion Manager | AdvantageHealth Corporation



When employees don't clearly know HOW their biometric screening results will be used or WHO it will be shared with, they may feel immediate resistance toward completing their screenings as work. Here's how to change that.


To ensure that employees understand the confidentiality of their biometric screening results and the purpose behind it, you can take the following steps:

  1. Privacy Policy: Develop a clear and comprehensive privacy policy that explicitly states how employee biometric information will be collected, stored, and used. Emphasize that the results will not be shared with their employer (except in an aggregated, de-identified format).

  2. Communication: Clearly communicate the purpose and benefits of the biometric screening to your employees. Explain that the primary goal is to help them understand their health risks and make informed decisions about their well-being. Highlight the confidential nature of the process and reassure them that their personal health information will be protected.

  3. Confidentiality Statement: Include a confidentiality statement on any forms or documents related to the biometric screening. This statement should reinforce that the results will remain confidential and will not be shared with their employer without their explicit consent.

  4. Employee Education: Conduct educational sessions or workshops to explain the importance of confidentiality in biometric screening. Inform employees about the legal regulations, such as data protection laws, that govern the handling of personal health information.

  5. Q&A Sessions: Organize question-and-answer sessions or provide a designated contact person to address any concerns or questions employees may have regarding the confidentiality of their biometric screening results. Encourage open communication and transparency. AdvantageHealth Corporation can be onsite to deliver this message to your workforce.

  6. Third-Party Providers: If you engage a third-party provider, such as AdvantageHealth Corporation, to conduct the biometric screening, ensure they have a strong reputation for data privacy and protection. Verify that they adhere to industry standards and best practices in handling sensitive health information.

  7. Legal Compliance: Ensure compliance with applicable privacy laws, such as the General Data Protection Regulation (GDPR) or the Health Insurance Portability and Accountability Act (HIPAA), depending on the jurisdiction and nature of the biometric screening.

  8. Ongoing Reinforcement: Continuously reinforce the message of confidentiality and privacy throughout the entire biometric screening process. Regularly remind employees about the steps taken to protect their personal information and the importance of maintaining its confidentiality.

By following these steps, you can help employees understand that their biometric screening results are confidential and solely intended to assist them in understanding their health risks, while also promoting trust and transparency within the workplace.


Learn More or Get Started with Biometric Screenings:


Email Kristine Keykal at kkeykal@advantagehealth.com to get started or call 612.823.4470 (select option “1”) for more information or pricing.


Dana Wisniewski, MS, has worked with AdvantageHealth for 12 years. From designing wellness programs for CO's largest school district with over 12,000 employees to health coaching one-on-one, she specializes in cultivating a healthy, thriving workplace. She holds certifications in yoga teacher training, mediation teacher training, personal training and wellness coaching and has published three books.


Since 2001, Minnesota-based AdvantageHealth has been delivering award-winning employee wellbeing programs and fitness center design & management throughout the U.S.

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