VA HB1451: Warehouse employers; required disclosures and recordkeeping, civil penalties.

In one paragraph

Virginia's HB 1451 (Labor and Commerce Committee substitute) would require employers of 500 or more employees at warehouse distribution centers to give nonexempt employees written descriptions of each quota, related incentives and potential adverse action, and to state if an automated or algorithmic management system monitors performance against a quota. Employers would keep work-speed records and could not retaliate; adverse action within 90 days would be presumed retaliatory. Continued to 2027 in House Labor and Commerce on February 10, 2026; not passed.

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

What it means for business

None yet: the bill has not been enacted. If enacted, large warehouse employers would have to disclose quotas and automated management tools to workers and keep work-speed records.

Key provisions

1. 1Covers employers with 500 or more employees statewide at warehouse distribution centers; protects nonexempt employees subject to a quota
2. 2Employers would give each employee a written description of each quota (work requirement and time period), any incentive or bonus, and any adverse action for missing it, by August 1, 2026, at the start of employment and within 30 days of implementing a quota
3. 3If an automated or algorithmic management system tracks productivity against a quota, the description would include a plain-language statement of that use and a general description of the data collected and its purpose, without disclosing proprietary algorithms or source code
4. 4No employer could require a quota that was not disclosed or that prevents compliance with meal-period, rest-period, bathroom-access or workplace-safety laws; quota time periods would count breaks, travel and bathroom time
5. 5Employers using quotas would keep each employee's personal work-speed data, aggregated work-speed data and quota disclosures; employees, former employees and representatives could request them (no cost; within two business days for quota descriptions and seven for data)
6. 6Retaliation for requesting information, a good faith complaint or participating in an investigation would be prohibited; adverse action within 90 days would create a rebuttable presumption of retaliation
7. 7The Commissioner of Labor and Industry would enforce under § 40.1-49.4 (as safety and health standards); no private right of action; a Department of Labor and Industry work group report would be due November 1, 2026
8. 8Status: continued to 2027 in Labor and Commerce on February 10, 2026; not passed by either chamber

Latest legislative action

Feb 10, 2026. Continued to 2027 in Labor and Commerce (Voice Vote)

Sponsors (showing 5 of 14)