By: Evelyn Pesantez and Isabella De Dominicis Barrios, Student-at-Law Alberta’s new driver’s licences and identification cards contain more personal information than before. While the changes modernize provincial identification, they also create new privacy considerations for employers that routinely review, copy, or retain employee identification. Background On July 2, 2026, the Government of Alberta introduced a redesigned provincial driver’s license and identification card (“ID”). In addition to visual and security-related changes – including the removal of the Albertosaurus that will be missed by many – the new cards contain additional personal information. Alberta residents who are Canadian citizens will have a Canadian citizenship marker displayed on their card. Eligible Canadian citizens and permanent residents with Alberta Health Care Insurance Plan coverage will have their Personal Health Number (“PHN”) included as a mandatory feature. This matters because driver’s licenses and IDs are frequently used for purposes unrelated to health care or citizenship, including verifying an individual’s identity, age, address, or ability to drive. As a result, organizations that routinely copy or retain these documents may inadvertently collect more personal information than they need. The Office of the Information and Privacy Commissioner of Alberta (“OIPC”) has issued guidance addressing these concerns. Under Alberta’s Personal Information Protection Act (“PIPA”), private-sector organizations may only collect personal information where they have the authority to do so, and the collection is for a reasonable purpose. Even then, collection must be limited to what is reasonably necessary for that purpose. Accordingly, the OIPC cautions that it is unlikely that private-sector organizations will have authority to collect and store an individual’s personal information simply because it appears on the card. Similar considerations apply to public bodies governed by the Protection of Privacy Act, which allows the collection of personal information where that information is necessary to a public body’s program or activity. These changes raise important questions about how employers collect and retain employee identification. The next section considers how the redesigned driver’s licences and ID cards may impact employer’s existing privacy practices and obligations. Implication for Employers Employers should reconsider whether it is necessary to retain identification or whether simply viewing it is sufficient. For instance, where an employer only needs to confirm that an employee holds a valid driver’s license, authorized personnel may be able to confirm the necessary details by looking at the license rather than retaining a complete copy. The citizenship marker also creates a separate employment and human rights consideration. A citizenship marker is not an accurate indicator of authorization to work in Canada. Permanent residents, certain work permit holders, and protected persons may also be legally entitled to work in Canada without having a Canadian citizenship marker on their ID. Therefore, employers should ensure that human resources personnel continue to verify work authorization through appropriate documentation and established processes. Hiring decisions should not be influenced by assumptions arising from the presence or absence of citizenship information on an applicant’s identification. Employers should consider reviewing their existing practices to: When government-issued ID is required, consider whether copies are necessary; Limit the collection of information to what is reasonably necessary for the employment objective; Where copies are required, redact PHNs and other unnecessary information; Update business practices and protocols to ensure that citizenship markers are not used as indicators for determining work authorization; Provide proper training to personnel involved in recruitment, onboarding, payroll and human resources on appropriate collection practices; and Update privacy policies, retention practices, collection notices, and onboarding procedures, if applicable. Key Takeaway Alberta’s redesigned license and ID may appear to be a minor administrative change, but they can have meaningful consequences for employers. Employers should distinguish between information that needs to be verified and information that actually needs to be collected and retained. Reviewing identification practices now can help organizations minimize unnecessary collection while reducing potential privacy and human rights risks.