Video Surveillance in the Workplace

Video surveillance in the workplace is one of the most effective ways businesses can protect employees, safeguard assets, and ensure compliance with safety protocols. The key question employers often ask is: What are the legal boundaries for video surveillance in the workplace? In short, businesses can monitor non-private areas for legitimate safety and operational purposes, but employee privacy rights must always be respected, and certain spaces are strictly off limits.

At the same time, many business owners worry about balancing protection with trust. If you’ve ever wondered whether you can place a camera in a break room, or if audio recording is allowed, you’re not alone, these are common concerns across industries.

At Vulcan Security Systems, we specialize in video surveillance, so our perspective is naturally focused on helping employers maximize safety and security with AI-powered IP video systems. We’re not attorneys, and this article isn’t legal advice, always consult a lawyer in your state for specific guidance. What we can do is help clarify the practical side of surveillance compliance.

In this guide, we’ll break down what employers need to know about workplace surveillance laws, employee privacy rights, and best practices for building trust and compliance.

Why Businesses Use Workplace Video Surveillance

Video surveillance has become a standard tool for protecting both people and property. Employers often install cameras in production floors, warehouses, laboratories, loading docks, and parking areas to:

• Improve workplace safety and reduce accidents.
• Monitor inventory management and prevent theft.
• Strengthen quality control in manufacturing and logistics.
• Provide evidence for liability or insurance claims.

In today’s environment, AI-powered surveillance goes beyond “watching,” it can detect hazards, flag suspicious activity, and provide real-time alerts before incidents escalate.

Do Employees Have an Expectation of Privacy?

The central legal question with any video surveillance installation is whether employees have a reasonable expectation of privacy in the monitored area.

Areas where cameras should never be installed include:

• Restrooms
• Locker rooms
• Break rooms
• Medical or first aid stations
• Private offices

Some courts have even ruled that employees may expect privacy in cubicles, depending on the work environment.

Rule of thumb: If an employee might reasonably assume privacy, don’t install a camera. When in doubt, consult an attorney and post clear signage about surveillance.

What the Law Says About Surveillance and Employee Rights

Laws vary by state, but generally, businesses may use workplace surveillance if it serves a legitimate business purpose, as long as privacy expectations are respected.

Two areas where employers must be especially careful:

1. Notification and Disclosure

• Some states require posted signs wherever cameras are in use.
• Others require written notice or employee acknowledgment.

2. Union and Labor Activity

• The Department of Labor enforces strict protections in this area.
• Under the National Labor Relations Act (NLRA), employers cannot use surveillance to intimidate or monitor employees engaging in union-related activities such as picketing or organizing.

Audio Recording: What’s Legal and What’s Not

Video surveillance is one thing. Audio surveillance is another.

Under the Electronic Communications Privacy Act (ECPA), it is generally illegal to record audio conversations without consent. States differ on consent requirements:

• One-party consent states (like Alabama): Only one person in the conversation must consent to the recording.
• Two-party consent states: Everyone involved must consent.

If your cameras are capable of recording audio, consult with legal counsel before activating this feature. Misuse of audio recording can result in serious liability.

How to Develop a Compliant Workplace Surveillance Policy

The best way to protect your business is with a clear, written policy.

Best practices include:

• Disclose surveillance in writing and through signage.
• Explain the purpose: safety, quality, security, etc.
• Clarify where cameras are placed (non-private areas only).
• Get employee acknowledgment—have each team member sign the policy.
• Store signed copies in personnel files.

This proactive approach not only keeps your business compliant but also builds employee trust.

Key Takeaways for Employers

• Purpose matters: Surveillance should focus on safety, security, and operations—not micromanaging employees.
• Privacy matters: Never place cameras in areas where privacy is expected.
• Policy matters: Put your surveillance practices in writing and communicate them clearly.
• Audio recording is risky: Only use it if you’re confident you’re within federal and state law.

At Vulcan Security Systems, we help businesses implement AI-powered IP video solutions that balance safety, compliance, and employee trust. Our systems are built for 24/7 monitoring, proactive maintenance, and remote support, so your cameras are always working when you need them most.

If you’re considering adding or upgrading workplace video surveillance, contact us for a site assessment.

A Few Additional Resources That Might Be Helpful

Workplace Video Monitoring: What Employers Need to Know (Law360)

Inside Counsel: 6 Steps to Avoiding Liability from Video Surveillance in the Workplace

American Bar Association publication: Employment Privacy: Is There Anything Left?

Union Counsel: Surveillance Policy in the Trump Administration: Implications for the Workplace