In one paragraph
Rhode Island SB 2499 (2026), as introduced on February 6, 2026, would add a chapter on electronic monitoring and automated decision systems in employment. It would make it unlawful for an employer to use an electronic monitoring tool to collect employee information unless stated conditions are met, bar tools that incorporate facial recognition, and require impact assessments. Employers would have to keep records for five years; penalties would be those in title 28. The text says it takes effect upon passage.
Plain-English summary, written with AI assistance. The official text controls.
What it means for business
No duties for businesses unless enacted. If enacted, employers using electronic monitoring or automated decision tools on workers would face limits, impact assessments, disclosure and five-year record keeping.
Key provisions
- Unlawful for an employer to use an electronic monitoring tool to collect employee information unless stated conditions are met (28-5.2-2(a))
- Employer must ensure employee data is not collected when the employee is off-duty
- Employer may not use an electronic monitoring tool that incorporates facial recognition
- Employer may not rely primarily on electronic-monitoring data for hiring, promotion, discipline, termination or pay decisions, nor take adverse action based on continuous incremental time-tracking data except for egregious misconduct
- Electronic monitoring may not be used unless an independent, impartial party has done an impact assessment, disclosed in full and in plain language to affected workers and their representatives within 30 days (28-5.2-2(k))
- Employers must keep records for five years; violators face penalties as provided in title 28; the Department of Labor and Training and the Attorney General are to issue rules
- As introduced February 6, 2026; the text says it takes effect upon passage
Latest legislative action
Jun 5, 2026. 06/05/2026 Referred to House Labor
Sponsors (showing 5 of 9)
| Name | Role |
|---|---|
| Appollonio | Primary |
| Bell | Primary |
| Burke | Primary |
| Ciccone | Primary |
| DiPalma | 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