6.  At the time of the events the applicants were all working as cashiers for M.S.A., a Spanish family-owned supermarket chain. 7.  At the beginning of February 2009 the applicants’ employer noticed some irregularities between the supermarket stock levels and what was actually sold on a daily basis. In particular, the shop supervisor identified losses in excess of EUR 7,780 in February, EUR 17,971 in March, EUR 13,936 in April, EUR 18,009 in May and EUR 24,614 in June 2009. 8.  In order to investigate and put an end to the economic losses, on 15 June 2009 the employer installed surveillance cameras consisting of both visible and hidden cameras. The purpose of the visible cameras was to record possible customer thefts and they were pointed toward the entrances and exits of the supermarket. The purpose of the hidden cameras was to record and control possible employee thefts and they were zoomed in on the checkout counters, which covered the area behind the cash desk. The company gave its workers prior notice of the installation of the visible cameras. Neither they nor the company’s staff committee were informed of the hidden cameras. 9.  On 25 and 29 June 2009 all the workers suspected of theft were called to individual meetings. During those meetings the applicants admitted their involvement in the thefts in the presence of the union representative and the company’s legal representative. 10.  Hereafter and for the sake of clarity, the applicants will be referred to as the first, second, third, fourth and fifth applicants (see the attached Annex). 11.  On 25 and 29 June 2009 the applicants were dismissed on disciplinary grounds: they had been caught on video helping co-workers and customers steal items and stealing them themselves. According to their letters of dismissal, the security cameras had caught them scanning items from the grocery baskets of customers and co-workers and afterwards cancelling the purchases. Security cameras had also caught them allowing customers and co-workers to leave the store with merchandise that had not been paid for. 12.  On 22 July 2009 the first applicant brought proceedings for unfair dismissal before the Granollers Employment Tribunal no.1 (hereinafter “the Employment Tribunal”). The same day the second applicant brought similar proceedings before the Employment Tribunal in a joint application with the third, fourth and fifth applicants (see paragraph 20 below). 13.  In the framework of the proceedings both applicants objected to the use of the covert video surveillance, arguing that it had breached their right to protection of their privacy. 14.  On 20 January 2010 the Employment Tribunal issued two judgments ruling against the applicants, declaring both dismissals fair. The main evidence supporting the fairness of their dismissals was the recordings resulting from the covert surveillance, as well as the witness statements of co-workers dismissed for their involvement in the thefts, the shop manager, the union representative and the company’s legal representative. 15.  The Employment Tribunal found in both judgments – as regards these two applicants in particular – that the use of covert video surveillance in the workplace without prior notice had been in accordance with Article 20 of the Labour Regulations (Estatuto de los Trabajadores), which allowed an employer to use monitoring and surveillance measures which he or she deemed appropriate to verify that an employee was fulfilling his or her employment duties, as long as the employer respected “human dignity”. This had been confirmed by the Constitutional Court in several judgments (see, among other authorities, judgment no. 186/2000 of 10 July 2000). According to the Constitutional Court’s case-law, an employer’s right to adopt organisational arrangements and act as a disciplinary authority had to be weighed against an employee’s fundamental right to privacy recognised under Article 18 of the Constitution. In cases where there were substantiated suspicions of theft, special circumstances justified interference with an employee’s right to privacy, which was considered to be appropriate to the legitimate aim pursued, necessary and proportionate. Following this case-law, the Employment Tribunal, having regard to the evidence before it, found that the employer had had sufficient grounds to conclude that the applicants’ conduct amounted to a “breach of contractual good faith and abuse of trust” and thus declared both dismissals fair in conformity with Article 54.2.d of the Labour Regulations. 16.  The applicants appealed before the High Court of Justice of Catalonia on 16 and 22 March 2010 respectively. On 28 January and 24 February 2011 the court upheld both first-instance judgments, referring to the Constitutional Court’s case-law and endorsing the Employment Tribunal’s finding that the defendant party had been authorised to carry out the covert video surveillance of the cash desks. While acknowledging that it was possible that the employer could face an administrative sanction for not informing its employees and the staff committee in advance of the installation of the cameras, that fact alone had no relevance from a constitutional point of view, since from that perspective the covert video surveillance had been justified (in that there had been reasonable suspicions of theft), appropriate to the legitimate aim pursued, necessary and proportionate. Consequently, their dismissals had been justified on the same grounds as already stated by the Employment Tribunal. 17.  The applicants brought cassation appeals, which were declared inadmissible on 5 October 2011 and 7 February 2012 respectively. Ultimately the applicants lodged amparo appeals with the Constitutional Court, which were declared inadmissible on 27 June and 18 July 2012 respectively, due to the “non-existence of a violation of a fundamental right”. 18.  On 25 and 29 June 2006 the applicants were dismissed on disciplinary grounds: they had been caught on video helping co-workers and customers steal items and stealing them themselves. According to the employer, the security cameras had caught the third applicant scanning items from the grocery baskets of customers and co-workers and afterwards voiding the receipts. Security cameras had also caught her allowing customers or co-workers to leave the store with merchandise that had not been paid for. As regards the fourth and fifth applicants, security cameras had caught them stealing goods with the help of their co-workers, such as the second applicant. 19.  On the days that they were dismissed all three applicants signed a document called a “settlement agreement” (acuerdo transaccional), by which they committed themselves not to bring proceedings against their employer for unfair dismissal, while the employer committed itself not to bring criminal charges against them for theft. In the meetings at least one union representative and the company’s legal representative were also present. 20.  Despite the settlement agreements, on 22 July 2009 the applicants, together with the second applicant (see paragraph 12 above), brought proceedings for unfair dismissal before the Employment Tribunal. According to the applicants, the settlement agreements had to be declared void. They claimed that the consent they had given was not valid, since they had been under duress at the time they had signed the settlement agreements (a company representative had allegedly threatened to bring criminal proceedings against them if they did not sign the agreements). They also argued that the evidence derived from the covert video surveillance had been obtained illegally. 21.  On 20 January 2010 the Employment Tribunal ruled against the applicants and declared the dismissals fair. It carefully analysed the settlement agreements signed by the applicants. In particular, it addressed their allegation of invalid consent, finding that there was no evidence proving the existence of any kind of duress or intention to commit a crime (dolo) at the time the applicants had signed the settlement agreements. The court concluded that the applicants had signed the settlement agreements freely and voluntarily with the clear purpose of avoiding criminal proceedings for the alleged thefts they had been accused of (and to which they had already confessed). Further evidence as to the lack of any threat or coercion was the fact that other employees in the same situation as the applicants (such as the first and second applicants) had refused to sign the settlement agreements. Accordingly, the settlement agreements were declared valid under Article 1.809 of the Civil Code and, consequently, the Employment Tribunal ruled against the third, fourth and fifth applicants. As the signing of the settlement agreements rendered their dismissals fair, the use and analysis of the impugned videos as evidence in the proceedings was deemed unnecessary. 22.  The applicants appealed before the High Court of Justice of Catalonia on 16 March 2010. On 24 February 2011 it upheld the first-instance judgment and endorsed the Employment Tribunal’s finding that the settlement agreement signed by the applicants was valid. The court also analysed, for the sake of clarity, the legality of the covert video surveillance. Referring to the Constitutional Court’s case-law, it confirmed that the defendant party had been authorised to carry out the covert video surveillance on the applicants. 23.  The applicants brought a joint cassation appeal, which was declared inadmissible on 7 February 2012. Ultimately, they lodged a joint amparo appeal with the Constitutional Court, alleging a violation of Articles 18 and 24 of the Constitution. It was declared inadmissible on 18 July 2012 due to the “non-existence of a violation of a fundamental right”.