As an example, she said, if you work for a top secret military facility, your employers may have an easier time arguing there really is no viable alternative. In other organisations, fields or disciplines, though, it might be possible to introduce an authorisation protocol that doesn’t involve biometric information while still offering a sufficient level of security.

At the risk of stating the obvious, without all the details it’s really difficult to say whether handing over your biometric data will ever become a condition of your employment. In a hypothetical future where your employer does institute such a policy, it’s also difficult to speculate on the result of any formal objection you make because, as Professor Munton said, every case “turns on its own facts”.

As the 2019 Fair Work Commission case shows, though, such a policy isn’t outside the realm of possibility. And concerns such as yours aren’t out of the ordinary.

Given the problem of identity theft in the electronic age, and of the growing sophistication of bad digital actors, I sympathise with your discomfort.

Neither Work Therapy nor the experts we speak with offer specific legal advice – but if I were to offer broader counsel, it would be to hold on to your reservations until you have strong evidence that, under any new (and unavoidable) regime, your data would be thoroughly safe.