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If you carry out video-surveillance you need to provide information regarding the surveillance in an intelligible and easily accessible way. The General Data Protection Regulation (GDPR) lists a number of requirements of what this information needs to contain.

Personal data within law enforcement is governed by special laws.

The following is a brief description of what anyone interested in the use of video-surveillance must consider.

All processing of personal data must have lawful grounds under the regulation.

The Swedish DPA has issued an administrative fine of 35 000 EUR against Mrkoll.se – a website that publishes personal data of all Swedes above the age of 16 – for infringement of the Credit Information Act and the GDPR. The website has carried out credit information activity in a way that is not in compliance with the law.

Our vision is a society where personal privacy is valued and respected.

Are you, as an employer, considering using video-surveillance of a workplace? Remember that all video-surveillance entails an infringement of privacy and that employees in general have a right not to be monitored at work. Therefore, you need strong reasons as to why it is necessary to monitor employees at their place of work. Here you will find out more of what rules apply.

You can file a GDPR-complaint or request a lawfulness check by filling out our complaint form.

Swedish Authority for Privacy Protection has audited eight health care providers in how they govern and restrict personnel’s access to the main systems for electronic health records. The DPA has discovered insufficiencies that in seven of the eight cases lead to administrative fines of up to SEK 30 million.