Bill · S. 4831· Senate(119-S-4831)
Stop Spying Bosses Act
- Introduced
- 6/18/2026
- Last activity
- 6/18/2026 — Read twice and referred to the Committee on Health, Education, Labor, and Pensions.
- Sponsored by
- Edward Markey
- Cosponsors
- - 6 - 0
- Introduced
- In Committee
What this bill would do
The "Stop Spying Bosses Act" aims to limit how employers collect and use data from their workers and job applicants. It prohibits surveillance for certain purposes, such as tracking labor union activities or monitoring employees while off-duty. Employers must disclose what data they collect and how it affects work-related decisions. The bill establishes the Worker Protection and Technology Division within the Department of Labor to oversee these rules. It also provides workers with the right to access and correct their data and the ability to sue for violations.
Yes· 3 of 34
Does this protect people from being watched or searched?+10
Strongly expands privacy rights for employees, including off-duty and biometric protections.
Would union members be better off under this?+9
Prohibits surveillance of union activities and protects concerted action.
Does this give people more control over their personal data?+9
Establishes strict data minimization, disclosure, and access rights for worker data.
The opposite· 3 of 4
Does this give the government more power to monitor people inside the country?-8
Directly limits and prohibits various forms of domestic surveillance in the workplace.
Would business owners be better off under this?-7
Increases compliance costs and legal liabilities for employers.
Does this make it easier to run a small business?-5
Imposes significant compliance burdens and potential high statutory damages on employers with 11 or more employees.
Who it would affect, and how
Potential Positive Impacts for People
- Privacy Protections: Prohibits employers from collecting data to identify union activities, political opinions, religious views, or health status unrelated to job duties (Section 3(a)(1)).
- Off-Duty Privacy: Stops employers from collecting data when workers are off-duty, specifically in restrooms, locker rooms, prayer areas, or their homes (Section 3(a)(2)).
- Transparency: Requires employers to tell workers what data is being collected, how it is collected, and how it affects decisions about their performance or productivity (Section 4(a)).
- Data Control: Gives workers the right to obtain their collected data and correct any information that is erroneous or incomplete (Section 5(a)).
- Whistleblower Protection: Forbids employers from retaliating or discriminating against workers who exercise their rights under this Act or report violations (Section 8(a)).
- Legal Recourse: Allows affected individuals to sue in federal court for damages, including statutory damages and attorney's fees (Section 9(a)(3)(B)).
- Protection from Forced Arbitration: Makes predispute arbitration agreements and joint-action waivers invalid for violations of this Act (Section 9(g)).
Potential Negative Impacts for People
- Employer Burdens: Employers must follow strict data minimization rules, ensuring collection is the "least invasive means" and limiting retention to generally 3 years after separation (Section 3(b)).
- Operational Requirements: Employers are required to provide detailed, plain-language disclosures in the primary language of the worker and make them accessible to people with disabilities (Section 4(c)).
- Financial Risk for Employers: Employers may face significant statutory damages, ranging from $5,000 to $100,000 depending on the violation and if it was willful (Section 9(a)(3)(B)(iv)).
- Liability for Third Parties: Employers can be held responsible for violations committed by their service providers if the employer knew or should have known about the violation (Section 9(f)).
Groups and Interests Ranking
Every group the model scored this bill for, from -10 to +10. Hover a score for the reason it gave.
- Demographic And Interest Groups
- Good For Union Workers+9Good For Immigrants+8Good For Low Income Households+7Good For People With Disabilities+7Good For L G B T Q Community+6Good For Middle Class Households+6Good For Women+6Good For African Americans+5Good For Asian Americans+5Good For Hispanic Americans+5Good For Men+5Good For Middle Aged+5Good For Native Americans+5Good For Rural Residents+5Good For Seniors+5Good For Students+5Good For Urban Residents+5Good For Veterans+5Good For White Americans+5Good For Young Adults+5Good For Business Owners-7
- Social Issues And Justice
- Improves Disability Rights+6Improves Religious Freedom+6Improves Freedom Of Speech+4Improves Gender Equality+4Improves L G B T Q Rights+4Improves Racial Equity+4Improves Pathway To Citizenship+3
- Governance And Ideology
- Improves Privacy Rights+10Improves Due Process+6Increases Federal Power+6Improves Freedom Of Speech+5
- Education And Technology
- Improves Data Privacy+9Increases Big Tech Regulation+5
- National Security And Foreign Policy
- Increases Domestic Surveillance-8
- Economy And Finance
- Improves Union Protections+8Improves Small Business Support-5Reduces Government Spending-2
- 6/18/2026
- Read twice and referred to the Committee on Health, Education, Labor, and Pensions.
- 7 Cosponsors added.
- Introduced in Senate
One bill Congress.gov lists as related to this one — companions in the other chamber, earlier versions, and bills this one absorbed or was folded into.
Tammy BaldwinDemocrat · Wisconsin
Richard BlumenthalDemocrat · Connecticut
Cory BookerDemocrat · New Jersey
John FettermanDemocrat · Pennsylvania
Bernie SandersIndependent · Vermont
Brian SchatzDemocrat · Hawaii
Elizabeth WarrenDemocrat · Massachusetts