A Minnesota bill introduced Wednesday would regulate employers’ use of electronic monitoring tools, with provisions that could significantly affect workplace health and safety practices.
H.B. 4451 would require employers to disclose a wide range of monitoring technologies used on workers, including systems that collect audio, video and biometric data, as well as tools that track movement, time and productivity.
Notably, the bill explicitly includes data gathered for public health purposes, such as monitoring used to mitigate the spread of infectious diseases. This provision reflects the growing use of workplace surveillance tools during and after the COVID-19 pandemic, including thermal sensors, symptom tracking and proximity monitoring.
The legislation would require employers to provide advance written notice to workers and unions before implementing such systems. For new monitoring tools, notice must be given at least 30 days prior to introduction, while existing systems must be disclosed by Sept. 1, 2026.
The notice requirement extends to job applicants and new hires before any personal data is collected, signaling a broader push for transparency around how worker data is used.
From a health and safety standpoint, the bill underscores the dual role of monitoring technology: while such tools can support infection control and workplace safety initiatives, they also raise concerns about privacy, data use and the scope of employer oversight.
The measure was referred to the House Workforce, Labor, and Economic Development Finance and Policy Committee.