Sponsors (39)
The bill strengthens consumer and worker protections against surveillance-driven pricing and wage-setting and expands enforcement, but it does so at the cost of higher compliance and litigation burdens for businesses and the potential for uneven state-level rules and gaps in coverage.
Consumers nationwide are less likely to face individualized price discrimination based on surveillance data because firms must disclose the data and automated pricing practices in advance and allow correction of inaccurate profiles.
Workers (including gig and freelance workers) gain rights to know what data affects their pay, to correct inaccurate data, and are largely protected from employers using surveillance-derived personal data to set wages, with statutory damages and federal enforcement available.
State governments and labor organizations retain and can expand stronger protections: states may keep or enact more protective rules and collective bargaining agreements can preserve or exceed the Act's safeguards over automated pay systems.
Businesses—especially small and multi-state employers—face new compliance, disclosure, accuracy, and administrative costs to change systems and publish procedures, which could reduce hiring or raise prices for consumers.
Expanded private rights, statutory damages, invalidation of some arbitration/class-waiver clauses, and broader FTC authority substantially increase litigation risk and legal costs for employers, nonprofits, and common carriers.
Firms that rely on individualized pricing, behavioral targeting, or tailored discounts may lose revenue or be forced to change business models as use of surveillance data for individualized pricing is constrained.
Based on analysis of 5 sections of legislative text.
Prohibits using surveillance data to set individualized prices or wages, requires transparency and correction processes, and gives FTC/EEOC and states enforcement power.
Introduced July 23, 2025 by Greg Casar · Last progress July 23, 2025
Bans using surveillance-based data to set individualized prices or wages, while allowing limited, disclosed cost-based or broadly-offered discounts and simple location/cost-of-living wage adjustments. Businesses must publish accuracy safeguards, disclosure rules, and a correction/challenge process at least 180 days before first use. The Federal Trade Commission and the Equal Employment Opportunity Commission get enforcement authority, and states and private parties can seek civil remedies. The measure preserves stronger state laws and collective bargaining rights and requires employers to bargain before using automated systems to set pay where a union exists.