Can my boss film me at work?
Yes, but only under strict conditions — and your employer must inform you in advance. Filming you permanently to monitor you is in principle forbidden. Camera surveillance at work is governed by collective agreement no. 68, the GDPR and (if customers or passers-by are also filmed) the 2007 Camera Act. Cameras are only allowed for four purposes: safety and health, protection of the company's goods, control of the production process, and control of the worker's work (the last only for, e.g., work-time measurement, with amendment of the work rules). Crucially: permanent surveillance is only allowed for the first three purposes and, for the production process, aimed at machines — permanently filming a worker to monitor them is forbidden. Everything must also be proportionate, the workers and the works council must be informed in advance, and hidden cameras are as a rule not allowed. The employer also declares the cameras.
📋 The rules
- Camera surveillance is governed by agreement no. 68, the GDPR and the 2007 Camera Act
- Only for four purposes: safety/health, protection of goods, control of the production process, control of work
- Filming permanently only for the first three purposes; aimed at a worker, only temporarily
- The employer must inform the workers and the works council (or committee/union) in advance
- Proportionate, no permanent hidden cameras; declaration of the cameras
- Decisions about a worker may not rest solely on camera footage
🔓 Exceptions
- A short, targeted hidden camera on a concrete suspicion of theft can exceptionally be accepted (López Ribalda case law)
- Where customers are filmed too, the notification and retention rules of the Camera Act apply on top (max ± 1 month)
- Monitoring the worker's work as a purpose is only possible temporarily and in a targeted way (e.g. measuring output for pay), with the work rules amended
⚠️ Penalties & fines
Breaches of CLA no. 68 are an offence under the Social Criminal Code (level 2): a criminal or administrative fine, multiplied by the surcharge factor and by the number of workers involved. The Data Protection Authority can add GDPR fines of up to 20 million euros or 4% of turnover. In a decision of 31 October 2025 it reprimanded an employer who filmed staff 24/7 to check their 'attitude' for three GDPR breaches. Unlawful footage also cannot be used to support a dismissal, so an employer who cuts corners loses the very evidence they were collecting.
📎 Official sources
- Data Protection Authority · camera surveillance at work →
- CGSLB/ACLVB · CBA 68 camera surveillance at work →
- Securex · conditions for camera surveillance at work →
❓ Frequently asked
May my boss put cameras on the work floor?
Yes, but only for four legal purposes (safety and health, protecting company property, monitoring the production process or the work). Everything must be proportionate, and you and the works council must be informed in advance.
May he film me permanently to monitor me?
In principle not. Permanent surveillance is only allowed for safety, protection of property or the production process (and then aimed at machines). Filming a worker permanently to check their performance is banned.
Are hidden cameras allowed?
As a rule, no. Only a short, targeted hidden camera on a concrete suspicion of something like theft can exceptionally be accepted — and then only if no less intrusive means was available.
Can my boss dismiss me on the basis of camera footage?
Decisions about a worker may not rest exclusively on camera footage. If the footage was also collected unlawfully (no prior information, wrong purpose), the employer's position weakens further still.
What can I do if the rules are not followed?
You can turn to the works council, the health and safety committee, your union or the Data Protection Authority. The employer risks a social-law sanction (level 2) and a GDPR fine on top of it.
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