With dashcams becoming a common feature in fleet vehicles across the UK and Ireland, many employers are asking an important question: Can driver dashcam footage be used in a disciplinary?
The short answer is yes — but there are clear rules around how that footage must be managed and used. In this post, we’ll look at what employers need to know, what the law says, and how to use dashcam footage fairly when dealing with workplace issues.
Can You Legally Use Dashcam Footage in a Disciplinary?
Yes, driver dashcam footage can be used as evidence in a disciplinary process, provided it's collected and handled properly. Both the UK GDPR and Irish Data Protection Act 2018 allow the use of video monitoring in vehicles, but employers must be able to justify its use and inform drivers in advance.
According to guidance from the Information Commissioner’s Office (ICO) in the UK and the Data Protection Commission (DPC) in Ireland, employers must:
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Clearly inform drivers that dashcams are installed and recording
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Explain what the footage is used for (e.g. safety, claims, driver behaviour)
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Ensure data is stored securely and not kept longer than necessary
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Only use footage that is relevant and proportionate to the issue at hand
Failing to meet these standards could render the footage unusable in a disciplinary — or worse, lead to data protection complaints or claims of unfair treatment.
What Does This Mean in Practice?
If your organisation has made it clear that dashcam footage is used for monitoring driver behaviour, and this is backed up by a written policy or part of the driver handbook, then you’re on firm ground. You can use footage to support a disciplinary case, for example in incidents such as:
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Dangerous or aggressive driving
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Use of a mobile phone while driving
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Leaving a vehicle unsecured
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Behaviour that could damage the company’s reputation
What you can’t do is surprise an employee with footage they didn’t know was being recorded or use it in ways not covered in your policies.
How to Use Dashcam Footage Fairly
If you're considering using dashcam footage in a disciplinary, here's a sensible approach that follows best practice:
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Check your policy: Make sure your use of dashcams is clearly explained in your internal policies and that employees have acknowledged them.
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Be transparent: Let drivers know how footage might be used, and remind them as part of regular training or onboarding.
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Stick to the facts: Use only relevant sections of the footage. Editing or using footage out of context can undermine your case.
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Keep it secure: Footage should be stored safely, with access limited to those involved in the process.
Real-World Use Cases
Across the UK and Ireland, dashcam footage is regularly used to deal with incidents on the road. Insurers and police already accept it as evidence in accident claims — and many fleets now do the same internally.
In fact, Fleet News recently reported that over 60% of fleet managers use dashcams to monitor driver behaviour, with many linking them to telematics to gain a clearer picture of what’s happening on the road.
Avoiding Pitfalls: A Quick Word of Caution
While dashcam footage is a useful tool, it should never be the sole basis for a disciplinary unless the issue is extremely clear (e.g. a driver caught texting at the wheel). Employers should always:
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Investigate fully
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Allow the driver to respond to the footage
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Consider all available evidence
Following this process helps avoid claims of unfair treatment or dismissal under the Employment Rights Act 1996 in the UK and Unfair Dismissals Act 1977 in Ireland.
Final Thoughts
Driver dashcam footage can absolutely play a role in disciplinary procedures — but only when it’s handled correctly, with transparency and fairness at the core. If you're using dashcams as part of your fleet safety strategy, make sure your policies are clear and regularly reviewed.
