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Bill

S 4831

A bill to prohibit, or require disclosure of, the surveillance, monitoring, and collection of certain worker data by employers, and for other purposes.

119th Congress Introduced by Tammy Baldwin and 6 co-sponsors

S 4831 restricts how employers surveil and collect worker data, requiring disclosures, consent where needed, and privacy protections to limit intrusiveness.

Introduced in Senate
2
WeVote Research Nonpartisan
Bill Summary · S 4831

Bill overview

  • Legislative status: Introduced in the Senate and read twice; referred to the Committee on Health, Education, Labor, and Pensions on June 18, 2026.
  • Bill number and title: S 4831, “A bill to prohibit, or require disclosure of, the surveillance, monitoring, and collection of certain worker data by employers, and for other purposes.”
  • Principal sponsors:
    • Co-sponsors: Elizabeth Warren, Richard Blumenthal, Bernie Sanders, Ed Markey, Brian Schatz, Cory Booker, Tammy Baldwin.

Purpose and intent

  • The primary aim is to limit or regulate how employers surveil, monitor, and collect data on workers.
  • The bill seeks to require transparency and/or prohibitions around the surveillance and data collection activities conducted by employers, addressing concerns about privacy, worker autonomy, and potential misuse of employee data.

Key provisions (expected and typical components)

While the exact text is not provided here, bills with this framing commonly include:

  • Prohibition or strict limitation on certain forms of surveillance and data collection of workers by employers.
  • Requirements for employer disclosure to employees about:
    • types of data collected (e.g., performance data, location tracking, keystroke data, monitoring software).
    • purposes of data collection (e.g., performance evaluation, productivity metrics, safety compliance).
    • data retention periods and data access rights.
    • third-party data sharing and vendor monitoring activities.
  • Employee consent or opt-in/opt-out mechanisms for specific data practices.
  • Protections against discriminatory use of data and misuse for disciplinary actions not tied to legitimate business needs.
  • Burden on employers to implement privacy-by-design measures or specify limits on monitoring during non-work time (where applicable).
  • Procedures for enforcement, penalties, and remedies for workers if privacy protections are violated.
  • Possible exemptions for certain activities (e.g., safety-critical monitoring, compliance with law, national security concerns) or for small employers, depending on the bill’s exact language.

Who would be affected

  • Employers and business entities employing workers who would be subject to surveillance and data collection practices.
  • Employees and workers who are subject to data collection, monitoring, or surveillance in the workplace or through employer systems.
  • Potentially contractors, temporaries, or gig workers if the bill’s scope includes non-traditional employees.
  • Data privacy and compliance professionals within organizations who would implement and monitor adherence to the bill’s requirements.

Significant procedural and timeline aspects

  • Introduction and referral: The bill has been introduced in the Senate and referred to the Senate Committee on Health, Education, Labor, and Pensions.
  • Next steps in process: The committee would hold hearings, mark up the bill, and vote to report it to the full Senate. If reported, it would proceed to floor consideration and potential passage, subject to Senate rules and political dynamics.
  • Timelines: No specific dates beyond the initial referral are provided here; typical timelines depend on committee activity and Congressional calendar.
  • Potential for amendments: As a bill in committee, amendments could alter scope (e.g., defining “surveillance,” listing permissible practices, or creating exemptions).

Potential impact

  • Worker privacy: Aimed at increasing transparency and limiting intrusive monitoring, potentially reducing the amount and granularity of data employers can collect without express justification.
  • Employer compliance: Would require changes to monitoring technologies, data governance policies, retention schedules, and disclosure practices.
  • Labor-market relations: Could influence negotiations around workplace monitoring, performance analytics, and employee rights.
  • Enforcement and remedies: Depending on final text, could establish penalties or private rights of action for violations, shaping incentives for compliance.

Note: This summary reflects the information available from the bill’s title, sponsor list, and action history. For precise provisions, definitions (e.g., what constitutes “surveillance” or “collection” of worker data), exemptions, enforcement mechanisms, and exact penalties, the full legislative text and committee reports should be consulted.

Compiled from official sources — confirm details with the bill’s official record.

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