Many Texas employers use cameras and monitoring tools to keep tabs on their employees. You might wonder how much of that is allowed. You also want to know where your privacy rights begin and end at work. Let’s break it down simply.
What types of surveillance are common?
Employers often install cameras in public areas like lobbies, parking lots, and production floors. They also track your computer and phone usage, track emails, keystrokes, or even your location via GPS in company vehicles. These actions help employers protect assets and ensure productivity.
What does Texas law say?
Texas allows workplace surveillance if it doesn’t violate other laws. In general, employers own the equipment and systems they provide, so they can monitor your activity. Texas statutes don’t require notice, but federal law may restrict secret audio recordings. Employers must avoid illegally intercepting private conversations. So video without sound? That’s usually fine. Audio without consent? That’s risky.
Can employers use your recorded data?
Yes, if it was lawfully obtained. Employers can use photos, videos, and logs for performance reviews, discipline, or investigations—unless limited by internal policies or contract terms. If your employment agreement or handbook promised privacy or limited monitoring, your employer may have to follow those rules.
What about privacy expectations?
You generally don’t have a strong right to privacy in public-facing areas or on company devices. If you use your own phone in a break room, for example, that might feel private—past those spaces, less so. The real expectation of privacy arises in bathrooms or changing rooms, which are legally off-limits for cameras regardless of ownership.
What should you do if you suspect improper surveillance?
First, review the company handbook or policy. That often tells you what’s allowed. If cameras or audio equipment appear where laws forbid, speak up. You may file a complaint with relevant state or federal agencies if you believe your rights are violated.
You can expect employers in Texas to monitor activities in public or company-issued systems. Video surveillance is legal in most areas, while secret audio recording can cross the line. Personal or private spaces like restrooms are protected. Reviewing your employer’s policies can help you understand what’s permitted and when to speak up.