HR 9402
Stop Spying Bosses Act
TL;DR
Rep. Chris Deluzio (D-PA) introduced the Stop Spying Bosses Act to restrict how employers can monitor workers, including through AI-driven surveillance tools that track productivity, keystrokes, biometrics, and location. The bill would require employers to disclose surveillance practices and ban certain types of automated monitoring and algorithmic decision-making about workers.
How This Might Impact Your Business
Employers using productivity tracking software (like Hubstaff, Teramind, or Microsoft Productivity Score) would need to formally disclose what data is collected, how it is used, and who sees it.
Companies deploying AI to make or heavily influence hiring, firing, promotion, or discipline decisions would face new restrictions and potential outright bans on certain uses.
Collection of biometric data (facial recognition, keystroke patterns, gait analysis) and off-duty monitoring would be prohibited in most cases.
Applies broadly across industries with large hourly or remote workforces: warehousing, logistics, call centers, retail, gig platforms, and remote-heavy tech and finance firms.
A new Division on Worker Surveillance at the Department of Labor would investigate violations and issue penalties, creating a federal enforcement mechanism where none currently exists.
Workers would gain a private right of action, meaning companies could face lawsuits directly from employees, not just regulatory fines.
Currently in committee with no scheduled hearing; passage this session is unlikely, but it signals growing federal appetite to regulate workplace AI following similar state laws in New York and California.
What Should You Do
Inventory every workplace monitoring and AI tool in use, including productivity trackers, video analytics, keystroke loggers, and algorithmic scheduling systems, and document the business justification for each.
Have HR and legal review your employee handbook and surveillance disclosures now; even if this bill stalls, similar state laws (NY Electronic Monitoring Law, California SB 1221) are already active.
Audit any AI tools that influence hiring, firing, discipline, or scheduling for the ability to add human review before final decisions.
Assign someone on your government affairs or compliance team to track this bill and parallel state legislation, and flag any Education and Workforce Committee hearings.
Brief your executive team that federal worker-surveillance regulation is a near-term risk, not a theoretical one, and budget for potential compliance work in the next 12-24 months.
Who It Affects
Sponsors
Status Timeline
committee
Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, and House Administration, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
June 23, 2026