Stop Spying Bosses Act
Sponsored By: Senator Markey, Edward J. [D-MA]
Introduced
Summary
Limits employer surveillance and protects worker privacy. This bill would ban many intrusive employee-tracking practices, require clear disclosures and deletion rules, and create a Worker Protection and Technology Division at the Department of Labor to implement and enforce those protections.
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- Workers and applicants gain access and correction rights. Employers must provide requested employee data within 30 days and delete employee data 3 years after separation and applicant data after the application process ends.
- Employers and service providers face strict collection limits. The bill bars data used to monitor or identify labor organizing, forbids off-duty surveillance in private spaces, bans selling employee data, and requires opt-in plus compliance contracts for third-party service transfers.
- Enforcement, remedies, and oversight expand. The new Division would write rules and investigate. Covered individuals and labor organizations can sue and seek damages of at least twice actual damages. The bill also mandates a study with a first report within 1 year and annual reports thereafter.
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Bill Overview
Analyzed Economic Effects
4 provisions identified: 4 benefits, 0 costs, 0 mixed.
Stronger legal rights for workers
If enacted, the bill would create a federal private right of action so covered workers and labor organizations can sue for violations. A court would have to award at least twice your actual damages, plus statutory damages, injunctions, and reasonable attorneys' fees to prevailing plaintiffs. In whistleblower cases, employers could not retaliate and courts could grant temporary relief like reinstatement while a case is pending. These remedies would take effect upon enactment.
Limits on employer data collection
If enacted, the bill would limit what employee data an employer may collect and how long it can be kept. Employers could only collect data needed for disclosed job, safety, quality, or legal‑compliance reasons and must use the least invasive means. Employers would generally have to delete employee data three years after you leave and delete applicant data three years after the application ends. The bill would also ban many intrusive uses, bar collection in private/off‑duty places like bathrooms, lactation rooms, prayer spaces, break rooms, and the worker's home, and prohibit selling employee data.
Worker access and data disclosure
If enacted, the bill would give covered individuals the right to access and correct their employee data and require clear employer notices. You could get your worker data within 30 days after a verified request and ask to fix wrong or incomplete information at any time. Employers would have to provide detailed disclosures to new hires, current employees, and applicants, post the notice online in a machine‑readable form, and give at least 7 days to review and correct data used in work decisions. New contracts with service providers that handle worker data would have to include a promise by the provider to follow the law's data rules.
New worker protection division at DOL
If enacted, the bill would create a Worker Protection and Technology Division at the Department of Labor led by an Administrator. The Secretary, through the Administrator, would get investigatory and enforcement authority to require sworn reports, compel records, conduct joint investigations, and refer potential federal crimes to the Attorney General. The Division would issue regulations, set timelines for other federal offices, and establish four advisory boards and technical hires to guide rulemaking. Many enforcement powers and advisory boards would take effect upon enactment, and rule sections on data limits and disclosures would take effect 60 days after enactment.
Sponsors & CoSponsors
Sponsor
Markey, Edward J. [D-MA]
MA • D
Cosponsors
Sen. Schatz, Brian [D-HI]
HI • D
Sponsored 6/18/2026
Sen. Sanders, Bernard [I-VT]
VT • I
Sponsored 6/18/2026
Sen. Baldwin, Tammy [D-WI]
WI • D
Sponsored 6/18/2026
Sen. Warren, Elizabeth [D-MA]
MA • D
Sponsored 6/18/2026
Sen. Blumenthal, Richard [D-CT]
CT • D
Sponsored 6/18/2026
Sen. Fetterman, John [D-PA]
PA • D
Sponsored 6/18/2026
Sen. Booker, Cory A. [D-NJ]
NJ • D
Sponsored 6/18/2026
Roll Call Votes
No roll call votes available for this bill.
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