# 119-hr-9402: Stop Spying Bosses Act

119-hr-9402, Stop Spying Bosses Act, is a 119th Congress bill sponsored by Rep. Deluzio, Christopher R. [D-PA-17] (D-PA); status introduced; PRIA reads it as touching household money (as of 2026-09-30).

- Canonical: https://policyrisk.com/legislation/119-hr-9402
- As of: 2026-09-30
- Plain-text twin of the page above; the HTML and this file carry the same facts.

## Facts
- Bill: 119-hr-9402
- Congress: 119
- Title: Stop Spying Bosses Act
- Status: introduced
- Introduced: 2026-06-23
- Sponsor: Rep. Deluzio, Christopher R. [D-PA-17] (D-PA)
- Cosponsors: 10
- Policy area: Labor and Employment
- Touches household money: yes
- Last recorded action: 2026-09-30

## Summary

**Limits workplace surveillance and employee data collection.** This bill would sharply restrict what employers can collect and use about employees, contractors, and applicants and would create a Worker Protection and Technology Division at the Department of Labor to write and enforce rules. - Workers and applicants gain strong notice and access rights. Employers must disclose what data they collect, how it is used, and who sees it, provide data on request within 30 days, let workers correct errors, and pause for at least 7 days before finalizing work-related decisions. Retention of separated workers' data is capped at 3 years unless law requires longer. - Employers and service providers face narrow limits on collection and transfers. Covered employers (those with 11 or more covered individuals) may only gather data that is clearly necessary for job functions, safety, legal compliance, or payroll. Transfers to vendors need disclosure, cybersecurity protections, and opt-in consent. - Enforcement gives workers a private right to sue and includes statutory damages. Courts may award damages starting at $5,000 for data-minimization or access violations and up to $100,000 for willful whistleblower retaliation.

## Cosponsors (10)

- Rep. Grijalva, Adelita S. [D-AZ-7] (D-AZ), 2026-09-28T00:00:00.000Z
- Rep. Bonamici, Suzanne [D-OR-1] (D-OR), 2026-06-23T00:00:00.000Z
- Rep. Carson, André [D-IN-7] (D-IN), 2026-06-25T00:00:00.000Z
- Rep. Ansari, Yassamin [D-AZ-3] (D-AZ), 2026-07-22T00:00:00.000Z
- Del. Norton, Eleanor Holmes [D-DC-At Large] (D-DC), 2026-07-23T00:00:00.000Z
- Rep. Casar, Greg [D-TX-35] (D-TX), 2026-08-06T00:00:00.000Z
- Rep. Wilson, Frederica S. [D-FL-24] (D-FL), 2026-08-06T00:00:00.000Z
- Rep. Hoyle, Val T. [D-OR-4] (D-OR), 2026-08-06T00:00:00.000Z
- Rep. Pocan, Mark [D-WI-2] (D-WI), 2026-08-27T00:00:00.000Z
- Rep. Chu, Judy [D-CA-28] (D-CA), 2026-09-02T00:00:00.000Z

## Provisions PRIA read

- New limits on employer data collection: benefit, high. This bill would sharply limit what covered employers (those with 11 or more workers, contractors, or applicants) could collect about you. It would ban broad categories of intrusive data, like union activity, political or religious views unrelated to the job, health or disability not tied to duties,…
- New private lawsuits and whistleblower remedies: benefit, high. The bill would let covered individuals and labor groups sue employers for violations and would require courts to award at least twice actual damages, injunctive relief, and attorneys' fees. It would create statutory damage ranges: disclosure breaches up to $500 per person for a first violation (wit…
- Limits on sharing and selling worker data: benefit, medium. The bill would generally ban selling or licensing employee data and would bar transfers to third parties except when required by law. Transfers to a service provider would require the worker's opt-in each time, written disclosure to the worker, and cybersecurity protections such as encryption. New…
- Worker notice, access, and correction rights: benefit, medium. This bill would require covered employers to tell each worker and the public, in a machine-readable form, what employee data they collect and how it is used. If enacted, employers would give notices when you are hired (or within 30 days for current employees) and applicants would get notice before…
- New DOL division, rules, and studies: benefit, medium. The bill would create a Worker Protection and Technology Division at the Department of Labor led by a Presidential appointee. The Administrator could hire technologists, set pay up to Executive Schedule Level V, and give the Division investigatory and recordkeeping powers like those under the Fair…

## Related bills

- 119-hr-9877: Health Equity and Accountability Act of 2026
- 119-hr-7973: Momnibus Act
- 119-hr-7977: Energy Bills Relief Act
- 119-hr-3971: Domestic Workers Bill of Rights Act
- 119-hr-3069: Medicare for All Act
- 119-hr-7853: PrEP Access and Coverage Act of 2026

## Sources
- [119-hr-9402 on Congress.gov](https://www.congress.gov/bill/119th-congress/house-bill/9402)

## Related
- [119-hr-9877: Health Equity and Accountability Act of 2026](https://policyrisk.com/legislation/119-hr-9877)
- [119-hr-7973: Momnibus Act](https://policyrisk.com/legislation/119-hr-7973)
- [119-hr-7977: Energy Bills Relief Act](https://policyrisk.com/legislation/119-hr-7977)
- [119-hr-3971: Domestic Workers Bill of Rights Act](https://policyrisk.com/legislation/119-hr-3971)
- [119-hr-3069: Medicare for All Act](https://policyrisk.com/legislation/119-hr-3069)
- [119-hr-7853: PrEP Access and Coverage Act of 2026](https://policyrisk.com/legislation/119-hr-7853)
- [All bills in Congress](https://policyrisk.com/legislation)

Source: PRIA, https://policyrisk.com/legislation/119-hr-9402 (as of 2026-09-30).