In one paragraph
Rhode Island's H 7767 would add a chapter to Title 28 limiting how employers use electronic monitoring and automated decision systems on workers. Employers could monitor only for listed purposes, with written notice, an independent impact assessment, and human review of decisions based on monitoring data; monitoring tools using facial recognition or gait, voice analysis or emotion recognition would be barred. Introduced February 12, 2026; House Labor recommended it be held for further study April 15, 2026. It has not passed either chamber.
Plain-English summary, written with AI assistance. The official text controls.
What it means for business
None yet: the bill is pending. Rhode Island employers using workplace monitoring or automated decision tools would need notices, independent impact assessments and human review, and could not use monitoring tools with facial recognition or gait, voice analysis or emotion recognition.
Key provisions
- Employers could use electronic monitoring only if primarily used for a listed purpose, such as an essential job function, quality of goods and services, compliance with law, safety and security, or administering wages and benefits, and narrowly tailored and least invasive
- Employers would give prior written notice and get written acknowledgment from candidates and employees, covering the data collected, how often, and whether it feeds an automated decision system
- Employers could not use monitoring tools with facial recognition, or gait, voice analysis or emotion recognition; could not monitor off-duty workers or private areas such as bathrooms
- Employers could not rely primarily on monitoring data for hiring, promotion, discipline, termination or pay decisions; meaningful human oversight would be required, and affected workers told within 30 days
- Using electronic monitoring, alone or with an automated decision system, would be unlawful without an impact assessment by an independent auditor, disclosed to workers within 30 days of receipt
- Employees would be protected from retaliation for refusing to follow AI or automated decision output in certain circumstances; the Department of Labor and Training and the attorney general would write rules
- Employers could not penalize employees for complaints under the chapter; violations of the retaliation rule would carry penalties provided in title 28
- The bill says it takes effect upon passage
Latest legislative action
Apr 15, 2026. Committee recommended measure be held for further study
Sponsors (showing 5 of 24)
| Name | Role |
|---|---|
| Alzate | Primary |
| Barros | Primary |
| Bennett | Primary |
| Cunha | Primary |
| Dawson | Primary |
Topics and industries
Related topics
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