Sponsors (3)
The bill substantially strengthens worker privacy, transparency, and enforcement against intrusive workplace surveillance, but does so at the cost of significant compliance, administrative, and litigation burdens for employers, agencies, and potentially taxpayers.
Workers (especially tech, hourly, applicants, union members, and people with disabilities) gain stronger privacy protections and explicit limits on intrusive employer surveillance, profiling, and certain automated decision systems.
Employees and applicants (across industries) get clearer transparency and access: timely, machine‑readable disclosures of data practices and the right to obtain, correct, and challenge records used in hiring or employment decisions.
Covered workers gain stronger enforcement and remedies: a dedicated federal enforcement path (DOL investigatory tools), a private right to sue, statutory damages and injunctive relief, and prioritized enforcement for high‑risk industries.
Employers (particularly small businesses) face materially higher compliance costs for expanded definitions, disclosures, recordkeeping, identity verification, opt‑ins, and correction/reconsideration procedures — costs that can be passed to consumers or reduce hiring/wages.
Employers, government agencies, and courts face increased litigation and administrative burdens because of a private right of action, enhanced remedies (double damages, fees), bans on predispute arbitration/class‑action waivers, and (for funded states/tribes) limited sovereign immunity.
Workers, employers, and regulators may see slower or uncertain implementation as agencies coordinate, reconcile overlapping statutes, and litigate ambiguous cross‑references, which could delay protections or produce inconsistent standards across states and agencies.
Based on analysis of 13 sections of legislative text.
Limits employer workplace surveillance and data collection, requires disclosures, access/correction rights, creates a DOL division to study and enforce worker data protections.
Official title: To prohibit, or require disclosure of, the surveillance, monitoring, and collection of certain worker data by employers, and for other purposes.
Introduced June 23, 2026 by Chris Deluzio · Last progress June 23, 2026
Creates new federal protections that limit employer collection, use, transfer, and sale of employee data and workplace surveillance. The bill requires notice, access, and correction rights for workers, bans intrusive or unrelated uses (including monitoring union or protected activity), and sets strict minimization, retention, and third-party contracting requirements. It directs the Department of Labor to create a Worker Protection and Technology Division, run studies on workplace surveillance, publish annual reports with recommendations to the President and Congress, and enforce the law through administrative investigations and a private right of action.