Germany

Is video surveillance at work legal?

100% necessity
Must be strictly necessary
No covert use
Covert surveillance banned unless criminal suspicion
72 hours max
Typical retention limit (if no incident)
GDPR Art. 13–14
Mandatory employee notice required
The Short Answer

Yes, but only under strict conditions: it must be necessary for a legitimate purpose, proportionate, transparent, and not override employees’ privacy rights.

What the Law Says

German law permits video surveillance at work only when it meets strict legal criteria under the Federal Data Protection Act (BDSG) and GDPR. The key provisions are BDSG § 26 (employment context) and BDSG § 4 (public-space surveillance), both of which emphasize necessity, proportionality, transparency, and respect for employee dignity.

BDSG § 26 governs all personal data processing—including video surveillance—in employment relationships. It allows surveillance only if necessary for establishing, performing, or terminating an employment relationship—or to fulfill legal, collective, or statutory obligations. Surveillance to detect crimes is permitted only if there are documented, concrete facts indicating an employee committed a crime, the surveillance is essential to uncover it, and the employee’s privacy interest does not outweigh the employer’s need.

BDSG § 4 applies when surveillance covers publicly accessible areas (e.g., lobbies, entrances, parking lots). Even there, surveillance is lawful only if required for a legitimate purpose—such as protecting life, health, or property—and if no less intrusive alternative exists. Employees and visitors must be clearly informed about the surveillance before entering the area, including the identity and contact details of the controller.

Both sections require that recordings be deleted as soon as they’re no longer needed for their stated purpose—or sooner, if continuing storage would violate employees’ protected interests. If footage identifies a specific person, employers must inform them per GDPR Articles 13 and 14.

Statutory Text

Personenbezogene Daten von Beschäftigten dürfen für Zwecke des Beschäftigungsverhältnisses verarbeitet werden, wenn dies für die Entscheidung über die Begründung eines Beschäftigungsverhältnisses oder nach Begründung des Beschäftigungsverhältnisses für dessen Durchführung oder Beendigung [...] erforderlich ist.

— BDSG § 26 — Data processing in the employment context
Statutory Text

Die Beobachtung öffentlich zugänglicher Räume mit optisch-elektronischen Einrichtungen (Videoüberwachung) ist nur zulässig, soweit sie [...] zur Wahrnehmung berechtigter Interessen für konkret festgelegte Zwecke erforderlich ist und keine Anhaltspunkte bestehen, dass schutzwürdige Interessen der betroffenen Personen überwiegen.

— BDSG § 4 — Video surveillance of publicly accessible spaces
Statutory Text

Die Daten sind unverzüglich zu löschen, wenn sie zur Erreichung des Zwecks nicht mehr erforderlich sind oder schutzwürdige Interessen der betroffenen Personen einer weiteren Speicherung entgegenstehen.

— BDSG § 4(5) — Deletion requirement

What Courts Have Said

German courts have consistently ruled that workplace video surveillance must be narrowly tailored and never used as a general monitoring tool.

BGH VI ZR 14/21
Bundesgerichtshof, 6. Zivilsenat · 2022

Covert video surveillance of employees is generally unlawful. It may only be justified if there is a concrete, documented suspicion of a criminal offense and no less intrusive method (e.g., interviews, access logs) is available.

What to Do

1

Assess whether surveillance is truly necessary—and whether less intrusive alternatives exist (e.g., access controls, spot checks).

2

Document the specific purpose, legal basis (e.g., BDSG § 26), and expected duration of surveillance in writing.

3

Install clear, visible signage before monitored areas stating that video surveillance is in use and naming the controller.

4

Inform affected employees individually (per GDPR Art. 13) before surveillance begins, including purpose, retention period, and their rights.

5

Delete footage automatically after the shortest necessary period—typically within 24–72 hours unless evidence of misconduct is identified.

Sources

statuteBDSG § 4 — Video surveillance of publicly accessible spacesstatuteBDSG § 26 — Data processing in the employment contextcaseBGH VI ZR 14/21 (2022)

Related Questions

Can my employer monitor my work email?What rights do I have under the GDPR in Germany?Can I request a company to delete all my personal data?How do I exercise my right to access my personal data?

Not legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: June 2026.