Sponsors (14)
Introduced December 11, 2025 by Pramila Jayapal · Last progress December 11, 2025
The bill substantially increases transparency, data‑access, anti‑discrimination safeguards, and enforcement powers for app‑based workers—improving their ability to claim pay and contest adverse algorithmic actions—at the cost of greater compliance, reporting, and litigation burdens that could raise consumer prices, reduce platform-provided opportunities or features, and heighten data‑security challenges.
Gig and app-based workers get much clearer transparency and access to how monitoring and automated decision systems affect pay, assignments, and deactivations (machine-readable notices, timely access to records, agent access), improving their ability to contest adverse actions and enforce rights.
Gig and app-based workers gain clearer substantive coverage and definitions (who is an "app-based worker," "time worked," "take rate") plus preserved FLSA application and room for states to strengthen protections, reducing legal uncertainty and making pay/rights enforcement more feasible.
Workers keep a larger share of fares because the bill caps platform take rates at 25% (exclusive of tips) and bans unexplained pay differentials, which should increase pay fairness and worker earnings on covered platforms.
Platform companies face substantial new compliance costs, reporting obligations, and heightened litigation risk, which are likely to be passed on to workers (lower pay/fewer gigs) or consumers (higher prices) and could prompt market withdrawal in some areas.
To avoid liability or disclosure, platforms may restrict third‑party integrations, limit features, narrow services, or reduce use of advanced algorithms, which can reduce innovation and the range of opportunities and tools available to workers and clients.
Expanded data-retention and reporting (machine-readable disclosures, 4-year retention, industry reporting) increase cybersecurity, re‑identification, and privacy risks—potentially exposing sensitive worker information despite protections.
Based on analysis of 15 sections of legislative text.
Requires platform disclosures and data protections, limits ADS use in pay, voids certain arbitration clauses, authorizes enforcement and private suits, and caps ride‑hail take rates at 25%.
Requires app-based platforms to disclose and limit how they monitor, use, store, and share worker data and automated decision systems (algorithms); gives workers rights to access that data and to designate authorized agents; bans certain arbitration and confidentiality clauses; creates whistleblower protections and private lawsuits; and directs the Secretary of Labor to write and enforce implementing regulations. For consumer on-demand transportation, it also caps platform “take rates” at 25% (exclusive of tips), restricts use of individualized data to set pay, and forbids inferring or using sensitive personal attributes to make decisions about workers.