Bill > HB1672

This bill addresses technology used by employers in the workplace by establishing comprehensive regulations for electronic monitoring and automated decision systems. The legislation defines key terms like "algorithm," "electronic monitoring," and "biometric data," and sets strict guidelines for how employers can use these technologies. Employers must provide detailed advance notice to employees about any electronic monitoring, including the specific form, purpose, and how data will be used. The bill prohibits certain monitoring practices, such as tracking employees during off-duty hours, using facial recognition technology, or monitoring private spaces like bathrooms and locker rooms. Employers are also restricted in using automated decision systems, requiring human oversight, impact assessments, and prohibiting their use for making predictions about an employee's emotions or personality. The bill establishes that employees cannot be retaliated against for exercising their rights under this law, and the Department of Labor and Industries is empowered to investigate complaints, with potential civil penalties of up to $10,000 for violations. Importantly, the law will take effect on July 1, 2026, giving employers time to adapt to these new technological monitoring regulations designed to protect employee privacy and rights.

Budget and Finance, Labor and Employment

https://app.leg.wa.gov/billsummary?BillNumber=1672&Year=2025&Initiative=false