CCTV monitoring policy templateReading time 3 minutes (inc. support info). Reviewed 26/07/2023.
Use this if you require a robust and practical cctv monitoring policy template.
What is a CCTV monitoring policy?
The purpose of this CCTV monitoring policy template is to provide you with a flexible and customisable document to serve as a robust and effective starting point for you.
By using our CCTV monitoring policy template, you can streamline your process, maintain consistency and accuracy, and save time, and it can be easily adapted to fit your specific scenario.
What legal and best practice aspects should employers be aware of?
Data Protection Act 2018 (DPA): The DPA governs the use and processing of personal data, including the footage captured by CCTV cameras. It sets out requirements for the lawful processing of CCTV data and the rights of individuals whose data is being captured.
General Data Protection Regulation (GDPR): Although it is an EU regulation, GDPR applies to UK organizations. It includes specific provisions related to the use of CCTV and the protection of individuals' rights and privacy when their personal data is captured.
Human Rights Act 1998: The Human Rights Act incorporates the European Convention on Human Rights (ECHR) into UK law. It includes the right to privacy, and any CCTV monitoring policy must balance the organization's interests with individuals' right to privacy.
Employment Practices Code: Issued by the Information Commissioner's Office (ICO), this code of practice provides guidance on the use of CCTV in the workplace and helps organizations comply with data protection laws.
Regulation of Investigatory Powers Act 2000 (RIPA): RIPA regulates the use of surveillance and covert monitoring. While primarily aimed at public bodies and law enforcement, it also impacts the use of CCTV by private organizations, especially in areas where privacy expectations are high.
Health and Safety at Work Act 1974: Although not specific to CCTV, this legislation covers the duty of employers to ensure the health, safety, and welfare of their employees. CCTV can be used in the workplace to enhance security and safety.
Protection of Freedoms Act 2012: This Act provides guidelines for the use of CCTV in public places and covers specific provisions related to the use of CCTV on business premises.
Equality Act 2010: While not directly related to CCTV, this legislation prohibits discrimination and harassment based on protected characteristics. Any CCTV monitoring policy should not be discriminatory and should be applied equally to all employees.
Whistleblowing Policy: A CCTV monitoring policy should reference the organization's whistleblowing policy to encourage employees to report any concerns related to CCTV use or potential misuse.
Occupational Health and Safety Regulations: Specific industry and workplace regulations may also impact the use of CCTV monitoring, especially in sectors where surveillance is used for safety and security purposes.
CCTV monitoring Policy
For the purpose of detecting and preventing crime, [Company] runs a CCTV system. Cameras are typically found in [reception, the storeroom, the car park, or another area].
Unless it is required for the investigation of a major crime or there is a serious risk to health and safety or the running of [Company]'s business, CCTV will not be used in toilets, private offices, or changing rooms. CCTV will only be utilised in this manner when doing so is a reasonable approach to accomplish the goal given the circumstances.
Covert CCTV will only ever be set up for the investigation or detection of crime or serious misconduct. The use of covert CCTV will be justified only in circumstances where the investigator has a reasonable suspicion that the crime or serious misconduct is taking place and where CCTV use is likely to be a proportionate means of securing evidence.
[Company] will not use CCTV for monitoring your work or finding out whether or not you are complying with our policies and procedures.
CCTV evidence may be used against an you in disciplinary proceedings only where such evidence tends to show, in the reasonable belief of [Company], that you are guilty of serious misconduct.
Issue date: [date]
Author: [name, job title]
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