If you’re thinking about installing cameras in your workplace, you’re not alone. Many businesses use surveillance to protect property, monitor safety, and deter theft. But here’s the catch: workplace cameras aren’t a free-for-all.
In the U.S., there are clear rules about when and where you can record, and crossing the line can lead to lawsuits, fines, or damaged trust with your team. In this guide, you’ll learn all about the legality of cameras in the workplace, when surveillance is legal, and which uses can land you in hot water.
Are Cameras in the Workplace Legal?
In most cases, yes, the use of security cameras in the workplace is legal, if you follow the rules. In the U.S., employers are generally allowed to use video surveillance (without audio) in non-private areas for legitimate reasons such as safety, theft prevention, or documenting incidents.
It’s common for employees to wonder, “Are cameras at work an invasion of privacy?” The answer depends on how and where they’re used. The law draws a clear line:
- Don’t record in places where people reasonably expect privacy—like restrooms, locker rooms, and employee lounges. Many state criminal laws make this illegal.
- Be cautious with audio recording.The federal Wiretap Act (part of the Electronic Communications Privacy Act, or ECPA) governs oral communications. While federal law allows one-party consent, several states require all-party consent, making “always-on” microphones risky. If you don’t absolutely need audio, stick to video-only and post clear notice.
You also can’t use surveillance to discourage or punish protected activity under the National Labor Relations Act (NLRA). That includes union organizing or discussing workplace conditions.
Laws Regarding Cameras in the Workplace
Here’s what you need to know about workplace camera laws:
Federal Audio vs. Video Laws:
Federal law (specifically the Wiretap Act under the ECPA) explicitly regulates audio recording, requiring at least one-party consent.
However, video-only recording—without audio—in non-private areas is generally not restricted at the federal level. There’s no explicit federal statute outlawing video surveillance in public or common workplace areas.
Federal Labor Law (NLRA)
It’s illegal to use office surveillance cameras in a way that would reasonably deter employees from exercising their Section 7 rights—like organizing, talking about wages, or discussing working conditions. Even though official guidance has shifted, the core principle remains. Always document a clear, legitimate business reason for any monitoring.
State Privacy Laws
States set their own rules on where workplace cameras can be placed and whether employee notice or consent is required. All states prohibit cameras in private areas where there’s a reasonable expectation of privacy. Some states also require advance written notice or posted signage before certain types of monitoring can begin.
Here are a few examples that reflect typical trends, though you’ll want to confirm specific business security camera laws in your jurisdiction:
California
California allows video surveillance in public or shared spaces like entrances, parking lots, hallways, and sales floors, provided there’s a legitimate business purpose.
However, placing cameras in private areas—such as restrooms, locker rooms, showers, and certain break rooms—is strictly prohibited under Penal Code § 647(j)(3), since those are places where employees reasonably expect privacy.
Audio recording is heavily restricted under the CIPA statute (Penal Code § 632); as a two-party consent state, you must obtain the consent of all parties before capturing any private conversation. Videotaping without consent in private contexts can expose employers to criminal penalties and civil liability.
New York
In New York, video surveillance is generally legal in non-private areas, but employers must avoid cameras in restrooms, changing rooms, or similar places where employees have a reasonable expectation of privacy. Doing so can constitute a felony under Labor Law § 203-C and New York Penal Law § 250.45.
Furthermore, under the state’s 2021 Electronic Monitoring Law (effective May 2022), private employers must provide written notice of electronic monitoring (including video) at hiring and post it conspicuously in the workplace; employees must acknowledge the notice.
Additionally, New York operates as a one-party consent state. You may legally record video and audio of a conversation you are part of but must not record private conversations without at least one party’s consent.
Legal Uses for Workplace Surveillance
To comply with the laws regarding cameras in the workplace, it’s essential to use them for legitimate business purposes, do it transparently, and place them where people don’t have a strong expectation of privacy.
Reasonable camera placement generally includes:
- Entrances and exits
- Reception areas and lobbies
- Hallways and other common areas
- Work floors and production areas
- Parking lots and loading docks
- Retail sales floors and checkout areas
- Warehouses and storage rooms
Common lawful uses include:
- Safety and security: Monitoring vulnerable entry points, high-traffic areas, and critical infrastructure to deter theft, violence, or trespassing.
- Incident documentation: Recording workplace accidents or safety breaches to support investigations, insurance claims, or regulatory compliance.
- Preventing abuse in the workplace: Protecting employees from harassment or threats by capturing objective evidence that supports investigations and helps resolve disputes.
- Loss prevention and cash handling: Watching registers, safes, and stock areas to reduce shrinkage and protect valuable goods.
- Operational compliance: In highly regulated industries (such as food processing, pharmaceuticals, or healthcare), cameras can confirm that employees follow required protocols—like wearing protective gear, sanitizing equipment, or handling controlled substances properly.
- Customer service monitoring: Observing customer-facing areas to improve service quality and adherence to training.
- After-hours protection: Monitoring empty facilities during nights, weekends, or holidays to detect break-ins or hazards.
Best practices to stay compliant:
- Stick to video-only unless you’ve met all consent requirements for audio—many states require all-party consent.
- Post clear signage and include your surveillance policy in the employee handbook so there are no surprises.
- Keep monitoring focused on its intended purpose; don’t zoom into unrelated areas.
- Set retention limits, restrict access to footage, and secure it with proper safeguards.
If you decide to install workplace cameras, the right hardware makes all the difference. For many businesses, PoE (Power over Ethernet) camera systems are the go-to choice. They deliver both power and video through a single network cable, which means a cleaner setup, fewer connection issues, and no need for separate power adapters.
An NVR (Network Video Recorder) adds another advantage: all footage is stored locally, giving you faster access, more control over your data, and the ability to expand storage without monthly fees.
eufy’s PoE NVR camera systems combine these benefits with high-resolution imaging, advanced AI tracking, and weather-ready durability. Here’s a closer look at two options to fit different budgets and coverage needs:
This eufy PoE NVR Security System S4 Max is designed for comprehensive, high-detail coverage right out of the box. You get one eufy Network Video Recorder S4 paired with four eufy PoE Cam S4 units—each a 16MP triple-lens powerhouse combining a fixed 4K wide-angle bullet camera with dual 2K PTZ lenses for a complete 360° view. The system automatically detects people, cars, and pets and can auto-frame a moving subject from up to 164 feet away.
With crisp night vision in three modes and starlight performance in ultra-low light, the S4 Max handles day or night monitoring without missing critical details. The NVR brings local AI processing, customizable detection zones, and 2TB of expandable storage (up to 16TB), so you can store and search footage quickly without relying on the cloud. Everything connects via a single PoE cable for each camera, making installation straightforward while delivering uninterrupted 24/7 recording.
If you want many of the same advanced capabilities at a more accessible price, the eufy PoE NVR Security System S4 pairs the eufy Network Video Recorder S4 with two eufy PoE Cam S4 units and two eufy PoE Bullet Cam E40 units.
The PoE Cam S4s provide the triple-lens setup, auto-zoom tracking, and panoramic coverage, while the E40 bullet cams deliver sharp 4K resolution, a wide 122° field of view, tilt capability, color night vision, and IP67 weather resistance for dependable outdoor use.
The NVR’s on-device AI ensures accurate person and car recognition, with customizable detection zones to filter out irrelevant motion. You still get 2TB of built-in storage (expandable to 16TB), smart video search, and simple PoE plug-and-play setup.
This blend of triple-lens and bullet cameras gives you both wide coverage and targeted clarity, making it a flexible choice for offices, retail, or warehouse spaces.
Common Illegal Uses of Workplace Cameras to Avoid
Even if your intentions are good, certain uses of cameras can quickly land you in legal trouble. Here are the most common pitfalls:
- Recording in private spaces: Never install cameras in restrooms, locker rooms, changing areas, lactation rooms, break rooms, or anywhere else employees reasonably expect privacy.
- Capturing audio without proper consent: Federal law regulates audio recording, and many states require all-party consent. Unless you truly need audio and meet all legal requirements, avoid it altogether.
- Targeting protected activity: Don’t use cameras to track union meetings, identify participants, or monitor conversations about wages or working conditions. This can violate labor law.
- Discriminatory monitoring: Surveillance can’t single out people based on protected traits like race, religion, gender, age, or disability. Apply the same rules to everyone.
- Overreaching surveillance: Filming areas unrelated to your stated purpose, repurposing footage for unrelated discipline, or expanding monitoring without notice can all create legal risk.
- Poor data security: Failing to secure footage, keeping it indefinitely, or giving unrestricted access can lead to privacy claims or regulatory problems.
- No required notice: Some states require written or posted notice before monitoring employees. Skipping this step can turn an otherwise lawful setup into a violation.
Conclusion
Understanding the legality of cameras in the workplace is essential for protecting both your business and your employees’ rights. By following federal and state laws, avoiding high-risk uses, and choosing the right surveillance technology, you can maintain security without overstepping privacy boundaries. Clear policies, proper placement, and transparent communication build trust while keeping your workplace safe. With the right approach, cameras become a valuable tool—not a legal liability.
FAQs
Is it illegal to have cameras in the workplace?
No, it’s not inherently illegal to have cameras in the workplace. Many employers use video surveillance for legitimate reasons, such as enhancing security or preventing theft. However, the legality depends on how and where the cameras are used. Employers must avoid placing cameras in areas where employees have a reasonable expectation of privacy, like restrooms or changing rooms. While surveillance is generally allowed, it must comply with privacy laws and be used for appropriate, clearly defined purposes.
Where are cameras not allowed in the workplace?
Cameras are generally prohibited in workplace areas where employees expect privacy, such as restrooms, locker rooms, changing rooms, break rooms, and lounges. Federal laws like the Electronic Communications Privacy Act and various state laws restrict surveillance in these spaces. Employers must have a valid business reason for monitoring and should consult local regulations to ensure compliance.
Is it legal to have audio surveillance in the workplace?
Audio surveillance is much more tightly regulated than video. Employers must comply with federal wiretapping laws and relevant state consent rules. In 38 states, recording is allowed if at least one party consents; in the remaining states, consent from all parties is required. Employers should clearly notify and obtain consent before capturing any audio. Failing to comply can result in serious legal consequences.
Are hidden cameras legal in the workplace?
Generally, hidden cameras are risky and often unlawful. Many states outright ban them, especially without employee knowledge. Even when allowed in narrow circumstances (like theft investigations), courts tend to prefer visible surveillance and full disclosure to avoid legal and ethical issues.