Skip to content

Session Expired

Your session has expired. Please sign in again to continue where you left off.

Sign In Again

CA AB1221: Workplace surveillance tools.

Dead/Failed California

Last verified Oct 11, 2026 · official bill text

AB1221 · where it stands

This bill did not become law (dead/failed) · last action Jan 31, 2026.

What do these statuses mean?
Introduced
Filed in the legislature; may be waiting for a committee hearing.
Passed a chamber
Approved by one or both chambers; awaiting further action.
Enacted
Signed into law, or became law without a signature or over a veto.
Effective date
The date the law says it takes effect. Once it has passed, the page shows "Effective" and the date. A court order can still block a law; if we know of one, the summary says so.
Dead / vetoed
Vetoed, failed, or the session ended without action.

In one paragraph

California's AB 1221 (2025-26 Regular Session) would have regulated workplace surveillance tools and employer use of worker data. Employers would have had to give affected workers 30 days' written notice before introducing a tool, and could not use tools incorporating facial, gait or emotion recognition technology, except as specified. Civil penalty $500 per violation. It was held in Assembly Appropriations May 23, 2025 and died under Art. IV, Sec. 10(c) of the Constitution on January 31, 2026.

Plain-English summary, written with AI assistance. The official text controls.

What it means for business

None: the bill died and never became law. It would have required employers, including public employers, to give notice before using surveillance tools and limited facial, gait and emotion recognition.

Key provisions

  1. Would add Part 5.7 (commencing with Section 1550) to Division 2 of the Labor Code
  2. Employer would have to give an affected worker written notice at least 30 days before introducing a workplace surveillance tool, describing the data collected, the purpose and why the surveillance is necessary
  3. Employer could not transfer, sell, disclose or license worker data to a vendor unless the vendor is under contract to analyze or interpret it and the contract has certain terms
  4. Would prohibit tools incorporating facial, gait or emotion recognition technology, except as specified, and using a tool to infer immigration status, veteran status, ancestral history, religious or political beliefs, disability status, criminal record or credit history
  5. Labor Commissioner would enforce; an employee could bring a civil action and public prosecutors could enforce; employers would face a civil penalty of $500 per violation
  6. 'Employer' would include public employers, as specified
  7. Status: died pursuant to Article IV, Section 10(c) of the Constitution on January 31, 2026; filed with the Chief Clerk February 2, 2026

Latest legislative action

Jan 31, 2026. Died pursuant to Art. IV, Sec. 10(c) of the Constitution.

Sponsors (showing 5 of 42)

NameRole
Author
Author
Coauthor
Coauthor
Author

Roll call votes

Do pass as amended and be re-referred to the Committee on [Appropriations] May 1, 2025

10 yea1 nay4 otherPassed

Do pass and be re-referred to the Committee on [Privacy and Consumer Protection] Apr 2, 2025

5 yea0 nay2 otherPassed

Topics and industries

Affected industries

This page is general information, not legal advice. Summaries are AI-assisted and may contain errors; read the statute for the controlling text and talk to a lawyer about your situation. Full disclaimer · Report an error