In the past, installation of security cameras required a specialist security engineer, but now, lots of modern small-scale cameras can be installed by anyone. This article focuses on the law guiding the use of security cameras in the workplace. Research has it that the average person is likely to be caught on cameras surveillance 70 times a day.Moreover, in some countries, this estimate is higher. The use of Body-worn cameras within an organization like the Police is emerging basically for the safety of staff and also used as evidence in court.

As the use of surveillance cameras increases and many leading companies in the field daily expands surveillance equipment manufacturing, you should also not fail to be aware of the legal issues guiding the use of these security cameras.

The requirements on the use of data as stated in the Data Protection Act of 1998 (DPA) and also the right of privacy under the Human Right Act of 1998 should be met by employers. The Protection of Freedom Act was also passed in 2012, and under this act, a new code of practice concerning public spaces surveillance was published in 2013. In as much as it applies to public authorities, it is also recommended for other organizations.

The appointment of a surveillance camera commissioner (SCC) was also instituted with the primary aim of monitoring and promoting the application of this new code. Some key points from the code of practice published by the Information Commissioner’s Office (ICC) in May 2015 and how this relates to employers include:

  • Information must be given to staffs that they are recorded and the location of such cameras. In order to make this certain, clear and visible signs should be used by the employer – this was well emphasized by Hikvision.
  • The level of security surveillance in work must be equal to reasonable privacy expectation. In certain areas with a high expected privacy level, such as changing rooms, near toilets, kitchen, it’s is not advisable to have cameras.

Employers or the government should ensure to have a written policy guiding the use of cameras surveillance in an organization. This will not only go in helping to reduce the risk of employers laying unnecessary claims on a breach of privacy but will also make relying on the evidence supplied by such cameras easier in defending employment judicial claims.

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