{"id":101271,"date":"2025-11-19T09:00:53","date_gmt":"2025-11-19T08:00:53","guid":{"rendered":"https:\/\/www.ictrechtswijzer.be\/?p=101271"},"modified":"2025-11-19T09:21:09","modified_gmt":"2025-11-19T08:21:09","slug":"can-an-employer-install-cameras-to-monitor-staff-permanently","status":"publish","type":"post","link":"https:\/\/www.ictrechtswijzer.be\/en\/mag-een-werkgever-cameras-installeren-om-het-personeel-permanent-te-controleren\/","title":{"rendered":"Can an employer install cameras to monitor staff permanently?"},"content":{"rendered":"<p class=\"wp-block-paragraph\">No, an employer may not install cameras for the primary purpose of permanently monitoring employee performance or attitude. Camera surveillance in the workplace is strictly regulated by <a href=\"https:\/\/www.ejustice.just.fgov.be\/cgi\/article_body.pl?language=nl&amp;caller=summary&amp;pub_date=98-10-02&amp;numac=1998012677\" target=\"_blank\" rel=\"noreferrer noopener\">CLA No. 68<\/a> and <a href=\"https:\/\/www.ictrechtswijzer.be\/en\/data-protection\/\" target=\"_blank\" rel=\"noreferrer noopener\">General Data Protection Regulation (GDPR)<\/a>. Permanent filming of personnel violates the principle of data minimization and is prohibited when it serves only to monitor the employee's work.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-de-feiten-camera-s-tegen-een-slechte-sfeer\">The facts: cameras against a \u201cbad atmosphere\u201d<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">In a decision by the Data Protection Authority (GBA) dated 31 October 2025 (<a href=\"https:\/\/www.autoriteprotectiondonnees.be\/publications\/avertissement-n0-174-2025.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">No. 174\/2025<\/a>), a hospitality business was reprimanded. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">After announcing that the business would be taken over, the manager noticed a change in staff attitudes. In response, on Jan. 10, 2022, the employer installed cameras that functioned permanently.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employer had the employees sign an addendum to their contract<sup><\/sup>. This stated that the cameras served to \u201cmonitor employees\u201d attitudes toward the employer and customers\u201c and to avoid \u201dinsubordination\"<sup><\/sup>. The operator later admitted that this was partly intended as a \u201cbluff\u201d to calm the working atmosphere until the end of the current contracts<sup><\/sup>.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-de-beslissing-schending-van-de-avg\">The decision: violation of the GDPR<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Litigation Chamber of the DPA ruled that this practice was unlawful. The decision rests on three pillars:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Unlawful purpose:<\/strong> The employer based the camera surveillance on \u201csafeguarding its legitimate interests.\u201d The GBA determined that this objective does not appear in the exhaustive list of permitted objectives in CLA No. 68. Merely monitoring the atmosphere is not a valid reason.<\/li>\n\n\n\n<li><strong>Violation of data minimization:<\/strong> The cameras filmed the workers permanently. CLA No. 68 explicitly prohibits the permanent surveillance of workers for the purpose of controlling their work or behavior.<\/li>\n\n\n\n<li><strong>Invalid legal basis:<\/strong> Although the employees had signed an addendum, the DPA ruled that this contract was invalid. After all, a contract cannot serve as the basis for processing that is prohibited by law.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The DPA decided to give the hospitality operator a formal warning for possible violation of the GDPR's purpose limitation, minimization and lawfulness provisions.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-juridische-analyse-en-duiding\">Legal analysis and interpretation<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The legal basis for camera surveillance in the workplace is provided by Collective Bargaining Agreement No. 68 of 16 June 1998. This collective bargaining agreement specifies privacy rules within the employment relationship.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-1-het-finaliteitsbeginsel-doelbinding\">1. The principle of finality (purpose limitation).<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Camera surveillance is subject to strict conditions. Article 4 of CLA No. 68 states that surveillance is allowed only for four specific purposes:<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Health and safety;<\/li>\n\n\n\n<li>Protecting the company's assets;<\/li>\n\n\n\n<li>The control of the production process (machinery or organization);<\/li>\n\n\n\n<li>Controlling the worker's labor.<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">The purpose \u201cprotecting the legitimate interests of the employer\u201d (as cited in the case) does not appear in this list and is therefore unlawful<sup><\/sup>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-2-het-verbod-op-permanente-prestatiecontrole\">2. The ban on permanent performance monitoring<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A crucial distinction in CLA No. 68 is that between continuous (permanent) and temporary surveillance.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Ongoing:<\/strong> Allowed only be for safety, health, property protection or machine control.<\/li>\n\n\n\n<li><strong>Temporary:<\/strong> Allowed for control of workers (production process or work performance).<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">It follows a contrario that permanent filming of employees to monitor their performance or behavior is prohibited. The DPA confirms that permanent surveillance is disproportionate when the purpose is mere surveillance of personnel.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-3-de-waarde-van-toestemming-in-het-arbeidsrecht\">3. The value of consent in labor law<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The employer in this case attempted to legitimize the cameras through a contractual addendum. However, the DPA ruled that the contractual legal basis cannot be invoked when the object of the contract (continuous monitoring) is prohibited by law. Moreover, employer decisions and assesments based solely on camera footage are not permitted.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-wat-dit-concreet-betekent\">What this specifically means<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-voor-werkgevers\">For employers<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Define your goal:<\/strong> You may install cameras to deter theft (goods). You may not use them to permanently monitor whether someone is working hard enough; that is only allowed temporarily.<\/li>\n\n\n\n<li><strong>No permanent focus on personnel:<\/strong> If you hang cameras for security or property, they should not be primarily and permanently focused on monitoring the workers themselves.<\/li>\n\n\n\n<li><strong>Procedure:<\/strong> You must inform the works council (or failing that, the union delegation or employees) in advance of the placement, purpose and periods of surveillance.<\/li>\n\n\n\n<li><strong>Contracts:<\/strong> Having a clause signed does not make an illegal camera legal.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-voor-werknemers\">For employees<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Right to information:<\/strong> You should be informed about why and where filming is taking place.<\/li>\n\n\n\n<li><strong>Privacy:<\/strong> Constant monitoring of your work performance is a violation of your privacy and CLA No. 68. Interference with your privacy should always be kept to a minimum.<\/li>\n\n\n\n<li><strong>Assistance:<\/strong> You have the right to seek assistance from your union representative in exercising your rights.<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-veelgestelde-vragen-faq\">Frequently Asked Questions (FAQ)<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Can my boss hang cameras above the cash register?<\/strong> <br>Yes, this is allowed under the purpose of \u201cprotection of the company's property.\u201d For this purpose, surveillance may even be permanent (continuous), as long as the camera is not directed excessively at the employee for other purposes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Are hidden cameras allowed at work?<\/strong> <br>In principle, no. CLA No. 68 requires transparency and prior information. Secret camera surveillance falls under the provisions of the Criminal Code and is subject to very strict conditions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Can my wages be determined based on camera footage?<\/strong> <br>Camera footage should never be the sole basis for employer assessments. If cameras are used for wage determination (measurement of performance), additional procedural rules apply through the Law establishing employment regulations.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-conclusie\">Conclusion<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The line between security and control is strict. The DPA's recent ruling confirms that permanent camera surveillance is reserved exclusively for security and property protection, and should never serve as a tool for permanent personnel control. Employers in Belgium must strictly respect the finalities list of CLA No. 68.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.ictrechtswijzer.be\/en\/contact\/\" target=\"_blank\" rel=\"noreferrer noopener\">Do you have questions about privacy in the workplace or would you like to have your camera policy tested against current legislation? Our attorneys, specialized in privacy and labor law, will be happy to help you with a correct legal analysis. Please feel free to contact us for an initial advice.<\/a><\/div>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"<p>Neen, een werkgever mag geen camera&#8217;s installeren met als hoofddoel het permanent controleren van de prestaties of de houding van werknemers. Camerabewaking op de werkvloer is strikt gereguleerd door CAO nr. 68 en de Algemene Verordening Gegevensbescherming (AVG\/GDPR). Het permanent filmen van personeel is in strijd met het principe van dataminimalisatie en is verboden wanneer [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":101272,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"footnotes":""},"categories":[170,61],"tags":[],"class_list":["post-101271","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-arbeidsrecht","category-gdpr"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.0 (Yoast SEO v28.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Mag een werkgever camera&#039;s installeren om het personeel permanent te controleren? - ICT Rechtswijzer Advocaat<\/title>\n<meta name=\"description\" content=\"Mag een werkgever personeel permanent filmen? De GBA oordeelt streng. Ontdek in onze analyse wat CAO nr. 68 toelaat qua camerabewaking en privacy op het werk.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.ictrechtswijzer.be\/en\/can-an-employer-install-cameras-to-monitor-staff-permanently\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Mag een werkgever camera&#039;s installeren om het personeel permanent te controleren?\" \/>\n<meta property=\"og:description\" content=\"Mag een werkgever personeel permanent filmen? De GBA oordeelt streng. 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