Mandatory 3-part compliance set for any surveillance camera under the Camera Act of 21 March 2007 and the Royal Decree of 8 May 2018: an ONLINE-ONLY declaration via aangiftecamera.be, an entrance pictogram, and a register of image-processing activities.
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CAMERA SURVEILLANCE SET: DECLARATION + PICTOGRAM + REGISTER (CAMERABEWAKING-SET: AANGIFTE + PICTOGRAM + REGISTER / DÉCLARATION CAMÉRA + PICTOGRAMME + REGISTRE)
Responsible party: Premises:
1. LEGAL BASIS 1.1. Under the Camera Act of 21 March 2007 (Camerawet) and the Royal Decree of 8 May 2018, every surveillance camera requires THREE mandatory compliance elements, set out below. 1.2. Number of cameras: . Type/location: . Purposes: .
2. ⚠️ ELEMENT 1 — ONLINE DECLARATION (AANGIFTE) 2.1. The declaration is filed EXCLUSIVELY online via aangiftecamera.be (eID/itsme login) — there is no paper procedure. 2.2. ⚠️ The declaration must be filed no later than the DAY BEFORE the camera is activated. Declaration date: . 2.3. ⚠️ The declaration must be RE-VALIDATED annually. Next validation due: — set a reminder.
3. ELEMENT 2 — ENTRANCE PICTOGRAM 3.1. A pictogram must be displayed at the entrance, referencing the Camera Act, naming as the party responsible, and showing a contact point: .
4. ELEMENT 3 — REGISTER OF IMAGE PROCESSING 4.1.
5. ⚠️ CAMERAS COVERING STAFF 5.1. Where purposes include staff monitoring, CAO nr. 68 imposes ADDITIONAL duties, including informing staff — this must also be reflected in the work rules (arbeidsreglement). 5.2. Staff informed via work rules:
This is a boilerplate template, not legal advice. Belgian labour, data-protection, consumer- protection and camera-surveillance law (Arbeidsreglementenwet of 8 April 1965; the Dimona declaration regime under RSZ/ONSS; the flexi-job legislation, open to ALL sectors — subject to sectoral opt-out — from 1 July 2026, with a 2026 income ceiling of €18,440/year and a HoReCa minimum flexi rate of €12.78/hour from 1 March 2026; the 650-hours/year student quota (2025– 2026 reform); deeltijdse arbeid rules on minimum hours and variable-schedule notice; the 2014 Wet betreffende het eenheidsstatuut on notice periods, as reformed for contracts starting on or after 1 June 2026; the GDPR (Regulation (EU) 2016/679), supervised by the GBA/APD; Boek VI WER/ CDE on distance sales and the 14-day herroepingsrecht/droit de rétractation; and the Camera Act of 21 March 2007 with the Royal Decree of 8 May 2018) is highly procedural, tied to fixed statutory deadlines (e.g. Dimona BEFORE work starts, arbeidsreglement filed with the inspection within 8 days, camera declarations no later than the day before activation) and to sanctions that include absolute nullity of documents. ⚠️ CRITICAL: the language of every HR/labour document is determined by the location of the operating office, NOT by the parties' choice — Flanders (Vlaanderen) requires Dutch only, under the Taaldecreet of 19 July 1973 a document in any other language is ABSOLUTELY VOID; Wallonia (Wallonie) requires French; Brussels (Bruxelles/Brussel) requires Dutch or French depending on the worker's own language; the German-speaking Community requires German. This English text is a DRAFTING AID ONLY and must be translated into the legally required language for the actual operating office before use, and reviewed and adapted by a Belgian employment/legal advisor (avocat/advocaat) or accountant (comptable/boekhouder) and verified against current FOD WASO/SPF Emploi, RSZ/ONSS, GBA/APD and FOD Economie/SPF Économie guidance before use.
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