{"id":29559,"date":"2025-07-09T14:50:01","date_gmt":"2025-07-09T14:50:01","guid":{"rendered":"https:\/\/thelegalcompany.nl\/?p=29559"},"modified":"2026-09-02T05:55:15","modified_gmt":"2026-09-02T05:55:15","slug":"camera-surveillance-in-the-workplace-what-is-and-isnt-allowed","status":"publish","type":"post","link":"https:\/\/thelegalcompany.nl\/en\/camera-surveillance-in-the-workplace-what-is-and-isnt-allowed\/","title":{"rendered":"Camera surveillance in the workplace: what is and isn&#8217;t allowed?"},"content":{"rendered":"<p>More and more employers are considering deploying camera surveillance in or around their business premises. Think, for example, of supermarkets, offices, warehouses, or care institutions. Camera surveillance can contribute to safety and the protection of property, but it is in tension with the privacy of, among others, employees and visitors. What exactly are the rules on this? And when are hidden cameras allowed?<\/p>\n<h4><strong>The basics: legal basis, proportionality and subsidiarity<\/strong><\/h4>\n<p>Under the GDPR and the Dutch GDPR Implementation Act (UAVG), camera surveillance is only justified if it has a GDPR legal basis. This is often the &#8220;legitimate interest&#8221; under Article 6(1)(f) GDPR, for example to protect employees or customers, or to protect property against theft or vandalism.<\/p>\n<p>In addition, as an employer, when deploying camera surveillance you must comply with the privacy principles from Article 5 GDPR, in particular:<\/p>\n<ul>\n<li><strong>Purpose limitation (Article 5(1)(b) GDPR):<\/strong> you may only process camera footage for a clearly defined, legitimate purpose.<\/li>\n<li><strong>Data minimisation (Article 5(1)(c) GDPR):<\/strong> do not collect more data than necessary.<\/li>\n<li><strong>Transparency (Article 5(1)(a) and Articles 12-13 GDPR):<\/strong> you must clearly inform employees and visitors about the camera surveillance.<\/li>\n<li><strong>Storage limitation (Article 5(1)(e) GDPR):<\/strong> do not retain footage longer than necessary.<\/li>\n<\/ul>\n<p>In addition, two important requirements apply:<\/p>\n<ol>\n<li><strong>Proportionality:<\/strong> the infringement of privacy must be proportionate to the purpose.<\/li>\n<li><strong>Subsidiarity:<\/strong> the purpose (e.g. preventing theft) must not be achievable in a less intrusive way (e.g. with better locks or supervision by staff). Camera surveillance may also be part of a total package of measures.<\/li>\n<\/ol>\n<h4><strong>Hidden cameras: only for compelling reasons<\/strong><\/h4>\n<p>The main rule is that you may not deploy hidden cameras. Hidden camera surveillance &#8211; also called &#8220;covert camera surveillance&#8221; &#8211; is only permitted in exceptional circumstances, for example when there is a <u>strong<\/u> suspicion of serious offences, structural misconduct, or fraud, and there are no other means to establish this. Even then, the deployment must be temporary, and strict conditions apply:<\/p>\n<ul>\n<li>Before deployment, you must carry out a careful balancing of interests, weighing the seriousness of the suspicion against the impact on privacy (Articles 5 and 6 GDPR).<\/li>\n<li>The deployment must be limited to the smallest possible circle of necessary individuals.<\/li>\n<li>Afterwards, you must inform the individuals involved, unless the police or another investigative authority takes over the investigation.<\/li>\n<\/ul>\n<p><em>*<u>Note<\/u>: the above three conditions are not exhaustive, and covert camera surveillance may never be deployed structurally as a &#8220;standard method&#8221; to monitor staff. This could even be contrary to Article 8 ECHR.<\/em><\/p>\n<h4><strong>Duty to inform: employees must know there are cameras<\/strong><\/h4>\n<p>Informing employees and visitors about camera surveillance is not an optional choice, but an obligation that follows directly from Articles 5, 12, and 13 of the GDPR.<\/p>\n<p>Employers must inform employees and visitors, before or at the start of the processing, about:<\/p>\n<ul>\n<li>the purpose of the camera surveillance,<\/li>\n<li>the legal basis,<\/li>\n<li>their rights,<\/li>\n<li>the retention period,<\/li>\n<li>and the identity of the controller.<\/li>\n<\/ul>\n<p>This can be done, for example, by means of visible signs with a camera symbol and text such as &#8220;<em>Camera surveillance in operation<\/em>&#8220;, combined with a privacy statement on your website. This applies not only to visible cameras, but also to situations where, for example, the employer uses body cams.<\/p>\n<p>Without clear information, camera surveillance is in principle not permitted, except in the previously mentioned exceptional situations (covert surveillance in the case of compelling suspicions).<\/p>\n<h4><strong>Extra tip: also involve the works council<\/strong><\/h4>\n<p>If the camera surveillance is aimed at your employees, you must discuss this in advance with the works council (or staff representative body), if one exists within your organisation. A works council is mandatory for businesses and organisations with 50 or more employees.<\/p>\n<p>The works council must, after all, give its consent to the camera surveillance under Section 27(1)(k) of the Dutch Works Councils Act (&#8220;<em>a scheme concerning the processing of, and the protection of, the personal data of persons working in the business<\/em>&#8220;). So make sure you do not simply start using camera surveillance before the participation body has given its consent.<\/p>\n<h4><strong>Retention period of the footage<\/strong><\/h4>\n<p>The camera footage may not be retained longer than necessary for the purpose (Article 5(1)(e) GDPR). The guideline used by the Dutch Data Protection Authority for this is 4 weeks. Only if an incident has been recorded may footage be retained longer, for example until a criminal investigation has been completed.<\/p>\n<h4><strong>Sanctions for violations<\/strong><\/h4>\n<p>Employers who fail to comply with these rules first of all risk a substantial fine from the Dutch Data Protection Authority under Article 83 GDPR.<\/p>\n<p>In addition, employees can file a complaint with the Dutch Data Protection Authority or go to court and claim damages.<\/p>\n<p><strong>Our recommendations:<\/strong><\/p>\n<ol>\n<li>Have a Data Protection Impact Assessment (<strong>DPIA<\/strong>) carried out for (far-reaching and\/or structural) camera surveillance, as may be required under Article 35 GDPR. If necessary, first have a pre-DPIA carried out, to assess whether a DPIA is needed. <u>Note<\/u>: a DPIA will be necessary for almost any form of camera surveillance.<\/li>\n<li>Draw up a clear camera policy and communicate it to staff and visitors. With regard to staff, the camera policy can, for example, be included in a staff handbook.<\/li>\n<li>Place visible warning signs at locations with camera surveillance.<\/li>\n<li>Limit the deployment of cameras to what is strictly necessary.<\/li>\n<li>Periodically evaluate whether the camera surveillance is still justified and necessary.<\/li>\n<\/ol>\n<p><strong>Do you have doubts about the lawfulness of your camera surveillance? Or are you wondering whether you are required to carry out a Data Protection Impact Assessment (DPIA) before deploying camera surveillance? The corporate lawyers at The Legal Company are happy to help you with legal advice, carrying out a DPIA, or drawing up a privacy-proof camera policy.<\/strong><\/p>\n<p><strong>Contact us via info@thelegalcompany.nl or call 020 345 0152 and let us help you make your organisation GDPR-proof!<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>More and more employers are considering deploying camera surveillance in or around their business premises. Think, for example, of supermarkets, offices, warehouses, or care institutions. Camera surveillance can contribute to safety and the protection of property, but it is in tension with the privacy of, among others, employees and visitors. What exactly are the rules [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":24851,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"page_builder":"","iawp_total_views":7,"footnotes":"","_et_pb_custom_css":""},"categories":[30],"tags":[],"class_list":["post-29559","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-privacyrecht"],"acf":[],"_et_pb_custom_css":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Camera surveillance in the workplace: what is and isn&#039;t allowed? - The Legal Company<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/thelegalcompany.nl\/en\/camera-surveillance-in-the-workplace-what-is-and-isnt-allowed\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Camera surveillance in the workplace: what is and isn&#039;t allowed? - The Legal Company\" \/>\n<meta property=\"og:description\" content=\"More and more employers are considering deploying camera surveillance in or around their business premises. 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