May I monitor my employees with cameras?

Employee monitoring with cameras = classic employer-employee tension. GDPR + Dutch Works Council Act + ECHR Art. 8 together form the regime. Requirements: (1) Works council consent (WOR Art. 27(1)(k)) — required for monitoring policy. No consent = decision void. (2) DPIA (GDPR Art. 35) — high-risk monitoring. (3) Transparency: prior disclosure in personnel handbook + at entrance ("CCTV here — for purpose X"). (4) Proportionality: least intrusive means. Camera for theft prevention at till = OK. Camera for "productivity measurement" = NOT (Art. 22 aspects). (5) Specific purpose: not "everything that could matter". (6) No camera in: changing rooms, break rooms, toilets (Sr 139f forbidden zone). (7) Retention: max 4 weeks (longer on incident). (8) No audio in standard surveillance. When extra strict? Hidden cameras = almost never allowed (only on concretely proven theft pattern). Productivity monitoring via "productivity score" = Art. 22 automated decision-making. Employee rights: Art. 15 access to footage, Art. 21 objection, complaint to works council + AP. On termination based on CCTV footage without basis: cantonal judge — exclude evidence + nullify termination. Fine risk: AP enforcement on employee monitoring 2023-2025 typically €50k-€500k.