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Privacy Law Resources |
Privacy protection is explicitly mentioned in the Swedish Constitution, although there is some debate over how these rights operate in the workplace. Methods of workplace monitoring and surveillance are regulated by the Data Act, the Working Environment Act and the Co-determination Act. Employers must obtain a licence for collecting information on individuals by electronic means. In some circumstances, this licence will only be granted if there is a clear indication of the employees' consent, and if the collection method does not infringe on the personal integrity of employees.
The Monitoring Cameras (Various Devices) Act 1990 (Act No.484) specifically prohibits covert surveillance and requires that surveillance cameras be used with proper respect for the personal integrity of individuals. If the public has access to the workplace, employers are required to obtain a special licence for operating cameras in the area. The union must be consulted and must make comments in relation to the licence application before it will be approved. If the camera may be used to monitor an area where employees work, a safety delegate, safety committee or an organisation representing employees must be given the opportunity to comment prior to the installation of surveillance equipment.122