Summary

Bans businesses and other persons from setting prices or wages using surveillance-derived data except in narrow, defined situations. It requires organizations to publish clear procedures at least 180 days before using permitted pricing practices or automated systems that affect wages, describes enforcement powers for the FTC and EEOC, creates state and private enforcement pathways with monetary remedies, and preserves state law and collective bargaining rights. The law targets automated, surveillance-based algorithms that adjust prices or determine employee pay: it mandates transparency, data-accuracy and correction processes, and allows regulators, state attorneys general, unions, and affected people to seek injunctions, damages, and other relief.

• Blocks use of surveillance-derived data to set consumer prices or worker wages except under narrow, defined exceptions.
• Requires conspicuous public procedures at least 180 days before using allowed pricing practices or automated wage systems, covering data accuracy, disclosures, and correction processes.
• Designates the FTC as a primary enforcer, expanding its enforcement reach to certain common carriers and nonprofits for these rules.
• Authorizes the EEOC to litigate surveillance-based wage-setting violations and seek damages and equitable relief for affected workers.
• Gives state attorneys general and private plaintiffs civil causes of action with monetary remedies (including at least $3,000 per wage-setting violation).
• Preserves state laws that offer greater protections and does not preempt collective bargaining rights—employers must bargain over new automated pay systems when required.
• Creates compliance, disclosure, and recordkeeping burdens for businesses that use algorithms, automated decision-making, or surveillance data for pricing or pay.
• Excludes certain low-resolution wage models (city/state-level and cost-of-living data) from the wage-setting ban, and permits specific non-surveillance pricing practices when conditions are met.