Sponsors (11)
The bill strongly expands workers' privacy, transparency, and enforcement rights around employee data and automated decision‑making, while imposing meaningful compliance, litigation, and operational costs and creating regulatory and oversight tradeoffs for employers, agencies, and state/tribal entities.
Workers (including tech, hourly, gig, federal, and disabled employees) gain substantially stronger privacy and limits on employer surveillance and profiling — including restrictions on monitoring sensitive categories, off‑duty and private‑space monitoring, data‑retention limits, and prohibitions on sale/licensing of employee data.
Employees and applicants (across industries) get meaningful transparency and procedural protections — mandatory disclosures about data uses, machine-readable notices in primary languages, rights to obtain copies within 30 days, correct records, and short notice plus a review period before adverse automated or data‑driven decisions.
Workers benefit from a new dedicated DOL office, regional presence, expert advisory boards, and stronger enforcement tools (including investigatory authority and remedies), increasing government capacity to oversee workplace data practices and obtain relief.
Employers (especially small businesses and service providers) will face substantial new compliance, recordkeeping, disclosure, and contracting costs to meet broad definitions, disclosure and access requirements, deletion and minimization rules, and new reporting — costs that may be passed to consumers, reduce hiring, or squeeze wages.
The combination of a private right of action, double‑damages remedies, bans on predispute arbitration/class‑action waivers, expanded investigatory powers, and broad protections (including whistleblower rules) is likely to spur litigation and administrative complaints, increasing legal exposure and burdens on employers and courts.
Broad limits on monitoring and tightened rules for automated decision systems could reduce employers' ability to track productivity, detect safety/security risks, or automate management — potentially harming operational efficiency and, if narrowly interpreted, workplace safety monitoring.
Based on analysis of 13 sections of legislative text.
Limits employer surveillance and data collection, requires disclosures and access/correction rights, creates a DOL division to study and enforce worker privacy, and allows worker lawsuits for violations.
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 federal limits on employer collection and use of employee data and workplace surveillance, requires employers to disclose and provide access to data, and bans many invasive or unrelated monitoring practices. It establishes a new Worker Protection and Technology Division at the Department of Labor to study workplace surveillance, publish reports, issue regulations, enforce the rules, and provide a private right of action for workers harmed by violations. The law sets strict permissible uses and data‑minimization rules, requires machine‑readable and accessible disclosure to applicants and employees, gives workers correction and access rights, requires contracts with service providers to comply, and grants the Department investigatory and enforcement powers similar to existing wage‑and‑hour authorities. Many operative provisions take effect about 60 days after enactment and the required study/report is due within one year.