On July 15, 2017, the Spanish National High Court issued a judgement regarding the specific requirements necessary for companies to obtain proper consent from employees to use their images in the course of their employment. The judge on the case assures that "consent to the provision of a fundamental right must ensure that there is no defect of any kind in its creation, which is impossible at the beginning of the employment relationship, where workers are in a clearly unequal situation with employers". The court declared null and void standard clauses in employment agreements that give automatic consent to the use of an employee's image in the course of her or his employment. In this particular case, the relevant clause stated: "The worker expressly consents, in accordance with the 1/1982 of 5 May's Act, the 1720/2007 on the Protection of Personal Data's Act and the 3/1985 of 29 May's Act, to the transfer of his image, taken by webcam or any other means, always in order to develop their own telemarketing activity and comply, therefore, with the object of this contract and the requirements of the customer's commercial contract". The judgement considers that, if the fundamental right to own and exclusively control one's own image has to be modified in the context of the employment relationship, any modification should only be to the extent required, to make the fulfillment of the contract feasible, and be reasonable and proportionate referable to an employee's duties. In this case the Court made an exemption on the employers' obligation to obtain the employee's explicit consent but only in cases in which the use of employee's image by an employer is unavoidable in the fulfillment of her or his duties, such as video calls in call centers. What follows is that as a general rule, employers should obtain an employee's consent, in a clear and explicit way and ideally particularize the purpose(s) for which such image will be required to be used during employment.