/ Recursos Humanos / By

Office Surveillance in Mexico: Is It Legal to Install Cameras in the Workplace?

Balancing employer oversight with employee privacy rights under Mexican law

Introduction

Video surveillance in the workplace is a common practice in many countries to protect assets, ensure safety, and monitor productivity. However, in Mexico, placing cameras in your office—especially in areas where employees work—must be carefully managed to avoid violating privacy laws, labor rights, and even criminal statutes.

If you’re a foreign company operating in Mexico, either through a legal entity or an Employer of Record (EOR), it’s essential to understand what’s legal, what’s not, and how to remain compliant.c

Is It Legal to Install Cameras in an Office in Mexico?

Yes—but only under specific conditions.

Surveillance Is Allowed When:

  • Cameras are installed for legitimate business purposes such as safety, asset protection, or to prevent theft.
  • Employees are informed about the presence of surveillance systems.
  • Cameras are placed in common or public workspaces, not in private or sensitive areas.
  • The use of recorded footage complies with the Federal Law on Protection of Personal Data Held by Private Parties (LFPDPPP).

Surveillance Becomes Illegal When:

  • Cameras are installed in bathrooms, locker rooms, or rest areas, violating employee privacy.
  • Employers do not inform employees that they are being recorded.
  • The footage is used for retaliation, discrimination, or without consent for other purposes.
  • There is no clear internal data privacy policy explaining how the recordings are stored, used, or deleted.

Legal Requirements and Employer Obligations

1. Employee Notification Is Mandatory

Mexican labor law and data privacy regulations require that employees be formally notified if they’re being recorded. Best practices include:

  • Posting visible signs near all camera locations.
  • Including surveillance policies in the employee handbook or contract.
  • Obtaining written acknowledgment that the employee has been informed.

Failing to notify employees could result in claims before the Federal Labor Board (Junta Federal de Conciliación y Arbitraje) or data protection authorities.

2. Data Privacy Compliance

Under the LFPDPPP, any video recording that can identify a person is considered personal data. Therefore, companies must:

  • Implement a Privacy Notice detailing:
    • Purpose of surveillance
    • Storage duration
    • Access protocols
  • Limit access to authorized personnel
  • Store recordings securely
  • Delete footage after a reasonable period (commonly 30–90 days)

Failure to comply may result in fines of up to $1.5 million MXN or more.

3. Use in Disciplinary Actions or Investigations

Footage may be used to support disciplinary procedures (e.g., theft, harassment), but only if:

  • It was legally collected
  • The employee was aware of the surveillance
  • The procedure follows internal policies and Mexican labor law

Unlawful surveillance or using hidden cameras without consent could be challenged in court—and could invalidate dismissals or disciplinary actions.

Special Considerations for Foreign Employers and EORs

  • If you’re managing a team in Mexico through an EOR, ensure your vendor has local policies aligned with data protection laws.
  • For remote teams using coworking spaces or home offices, surveillance must be addressed in individual agreements, and home monitoring is generally not allowed.
  • For multinational companies, avoid applying blanket global surveillance policies in Mexico without legal localization.

Final Thoughts

Installing cameras in a Mexican office is legal—but comes with clear limits. Employers must:

  • Justify the purpose
  • Notify employees
  • Comply with privacy regulations
  • Avoid misuse or intrusive surveillance

Respecting these boundaries not only avoids legal penalties, but also builds trust with your team.