A concrete reason, in writing.
The safety of people, protecting property, preventing theft. “Just in case” is not a purpose.
In brief, for employers
Video cameras in the workplace. In brief, and who to ask.
An employer may use cameras in the workplace, but with rules: a specific purpose, a legal basis, employees informed in advance and no cameras in private areas. These come from Law No. 195/2024 and the Labor Code. Below are only the general pointers. We do video analytics, not legal advice: for your company, ask a lawyer.
The official recommendations are on datepersonale.md, at the National Center for Personal Data Protection. This is not legal advice; for your specific situation, ask a lawyer.
In short
Workplace cameras
Purposespecific, in writing
Employeesnever
Private spaceswith a deletion period
The imagesinformed beforehand
For your company, ask a lawyer.
The short answer
Four general pointers, not a legal checklist.
These are the principles you will find in any guide on cameras. How they apply to your company, which documents you need and how to write them, a lawyer will tell you.
Employees learn in advance, not from the ceiling.
People being filmed must know who is filming and why. Employees are informed before the cameras are switched on.
Never in private spaces.
Toilets, locker rooms, break rooms — no. Nor a camera pointed all day at one person’s desk, without a reason that justifies it.
Footage isn’t kept forever.
A period chosen by purpose, written down and kept to, with automatic deletion.
Where we come in
The same cameras, without tracking people.
Vizor is video analytics on the cameras you already have. A manager’s questions — how many came in, how long they waited, where they walked — do not need anyone’s identity.
Figures by zone and hour, without identity.
The system counts silhouettes and produces figures: how many came in, how long the queue lasted, which zones were avoided. No profile is built and there are no per-person reports. Camera images are processed on the Vizor server.
Recognized employees — biometric data.
If you register employees in the system, they are recognised by face. A facial template is biometric data, with stricter rules that you work out together with your lawyer. If all you need is for staff not to distort the customer count, you don’t need this.
Read also
Related pages.
Law 195/2024 and video cameras
The new personal data law in brief, with the official sources and what it means for cameras.
Read →Video analytics on existing cameras
What video analytics measures, which cameras it works on, what it costs and how accurate it is.
Read →Video analytics for stores
Conversion by hour, bypassed zones and checkout queues, in every store in the chain.
Read →Warehouses and distribution centers
Dock occupancy, blocked aisles and the zones nobody walks into.
Read →Frequently asked questions
The questions employers ask.
Am I allowed to install video cameras in the workplace?
Generally, yes, if you have a specific purpose, a legal basis and employees are informed before the cameras are switched on. Private areas such as toilets and changing rooms are not filmed. For your company’s specific situation, ask a lawyer; the official recommendations are on datepersonale.md.
Does Vizor track employees?
By default, no. The system counts silhouettes and outputs figures by zone and hour, with no identity and no per-person reports. Recognising registered employees by face is a separate option that you choose only if you need it and prepare together with your lawyer.
Can you prepare the documents the law requires for cameras?
No. We are a video analytics company, not a legal consultancy. The privacy notice, the record of processing and the other documents are prepared by a lawyer or a data protection specialist. We tell you what can be measured on your cameras without identifying customers.
Contact
Do you have cameras and employees? Let’s look at it together.
We do not give legal advice. But we will tell you what can be measured on your cameras without tracking anyone, and reply within 24 hours, in writing.
What happens nextThree steps, no pressure.
1We reply within 24 hours, in writing, with what can be measured at your location.
2Thirty minutes on a single location: together we look at what your existing cameras cover.
3If it makes sense for you, we propose a pilot on three locations. You can stop it at any time, with no penalty.