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Bill

HR 9402

Stop Spying Bosses Act

119th Congress Introduced by Suzanne Bonamici and 2 co-sponsors

The bill restricts how employers surveil and collect worker data and requires clear disclosure of what is collected, how it’s used, and who has access.

Introduced in House
0
WeVote Research Nonpartisan
Bill Summary · HR 9402

Overview

HR 9402 (119th Congress) is a bill titled: “To prohibit, or require disclosure of, the surveillance, monitoring, and collection of certain worker data by employers, and for other purposes.” It aims to regulate how employers monitor and collect data on workers, with emphasis on prohibitions and disclosure requirements. The bill has three named sponsors (co-sponsors): Chris Deluzio, Suzanne Bonamici, and André Carson, and was introduced and referred to multiple committees on June 23, 2026.

Purpose and intent

  • Prohibit or limit the surveillance, monitoring, and data collection of workers by employers where specified.
  • Require disclosure to workers (and possibly other stakeholders) about data collection and monitoring practices.
  • Establish safeguards to protect employee privacy in the workplace and ensure transparency around employer data practices.

Key provisions and changes (as described)

  • Prohibition or restriction: The bill seeks to limit the extent to which employers may surveil, monitor, or collect certain types of data on workers. The exact categories of data restricted (e.g., activity monitoring, location data, communications, productivity metrics) and the specific activities prohibited would be defined in the bill’s text.
  • Disclosure requirements: Employers would be obligated to disclose, in clear terms, what data is collected, how it is collected, who has access to it, how long it is retained, and for what purposes it is used.
  • Potential compliance mechanisms: The bill may establish timelines for disclosure, guidelines for permissible monitoring, and penalties or remedies for noncompliance.
  • Other purposes: The bill could include related provisions such as:
    • Limitations on data sharing with third parties (e.g., contractors, vendors, government agencies).
    • Requirements for notices or consent in certain situations.
    • Exceptions for safety, security, or compliance with legal obligations (if provided in the text).

Note: The summary above reflects typical elements of worker data privacy legislation. The exact statutory language would detail the precise prohibitions, definitions, exceptions, and enforcement mechanisms.

Who would be affected

  • Employers: Businesses and organizations that employ workers would need to adjust data collection and monitoring practices to comply with the bill’s provisions.
  • Employees and workers: Workers would gain greater transparency and protections regarding how their data is monitored and used.
  • Potentially contractors or vendors: If the bill includes data-sharing restrictions, entities that handle employee data on behalf of employers may be affected.
  • Government and regulatory bodies: Agencies responsible for enforcement and oversight could oversee compliance and impose penalties for violations.

Procedural and timeline aspects

  • Introduction and referral: The bill was introduced in the House and referred on June 23, 2026.
  • Committee process: Referred to the Committee on Education and Workforce, with additional referrals to the Committees on Oversight and Government Reform, and House Administration for consideration of provisions within their jurisdiction. The text notes that consideration may occur “for a period to be subsequently determined by the Speaker.”
  • Next steps: If advanced, the bill would proceed through committee markup, potential amendments, and floor consideration. Stakeholders may include labor groups, employers, privacy advocates, and policymaking committees.

Potential impacts and considerations

  • Privacy protections: If enacted, the bill would formalize limits on surveillance and require transparency, potentially reducing overbroad monitoring practices.
  • Compliance burden: Employers may need to implement new disclosure practices, revise data collection policies, update employee handbooks, and establish consent or notification procedures.
  • Enforcement and penalties: The effectiveness will depend on enforcement provisions, including penalties for noncompliance and remedies available to workers.
  • Operational implications: Depending on the scope, the bill could influence productivity metrics, remote work monitoring, attendance tracking, and use of monitoring technologies.

Notes for readers

  • The summary reflects the bill’s stated aims to regulate worker data surveillance and require disclosure. The precise scope, definitions, and enforcement details are in the full text of HR 9402.
  • For a complete understanding, review the bill’s language in the Congressional Record and track its progress through the committees named (Education and Workforce; Oversight and Government Reform; House Administration).

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

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