1. Why It Matters
Video analysis of employee activity is a form of workplace monitoring. In Europe, this is only allowed under national employment and data-protection rules and the GDPR. As employer and data controller, the client is responsible for compliance.
2. Key Conditions Under National Rules
- a legitimate business interest that outweighs employees’ rights;
- prior, complete, and explicit employee notification;
- consultation with the union or, where applicable, employee representatives before introducing the system;
- other, less intrusive methods have previously proven ineffective;
- data retention for a maximum of 30 days, except where otherwise required by law or in well-justified cases.
3. Additional GDPR Requirements
- informing individuals being recorded (art. 13): visible notices at entrances and in monitored areas;
- conducting a Data Protection Impact Assessment (DPIA, art. 35) for systematic monitoring;
- restricting access to footage only to those who need it;
- processing activity register.
4. What Is Not Allowed
- cameras in changing rooms, restrooms, or break areas;
- using footage for purposes other than those communicated;
- disciplinary decisions made solely on the basis of an automated alert, without human review.
5. How We Support You
Before launch, we help you prepare employee notifications, your video surveillance policy, customer signage, and a DPIA template. Vigilessa does not use facial recognition, and incidents are linked to the register, shift, and receipt—not to the identification of any individual.
6. More Details
See also the GDPR Guide for Video Surveillance and the Data Processing Agreement (DPA).
Questions about this document? Write to us at legal@vigilessa.com.