AB-1883 • 2026

Workplace surveillance tools.

Labor Privacy Technology

Passed Legislature

This bill passed both chambers and reached final enrollment, even if later executive action is not shown here.

Sponsor: Bryan
Last action: 2026-04-20
Official status: From committee: Do pass and re-refer to Com. on APPR. (Ayes 11. Noes 2.) (April 16). Re-referred to Com. on APPR.
Effective date: Not listed

Plain English Breakdown

The bill summary and digest do not provide specific details on all types of surveillance tools covered, only certain ones such as facial recognition technology.

Workplace Surveillance Tools

This law regulates how employers can use workplace surveillance tools like cameras or software that watch workers and collect data about them.

What This Bill Does

It prohibits employers from using certain types of workplace surveillance tools, such as those with facial recognition technology, unless they are used to unlock devices or secure areas.
It bans employers from using these tools to prevent compliance with laws or regulations, infer information about workers engaging in protected activities, make inferences based on emotional state or gait, and collect neural data.
It requires the Labor Commissioner to enforce this law and allows employees to sue if an employer breaks it.
It sets a civil penalty of up to $500 for each violation.

Who It Names or Affects

Employers who use workplace surveillance tools
Workers whose data might be collected by these tools

Terms To Know

Workplace Surveillance Tools: Tools or software used in the workplace to monitor and collect information about workers.
Facial Recognition Technology: Technology that uses cameras to identify people based on their facial features.

Limits and Unknowns

The bill does not specify all types of surveillance tools it covers, only certain ones.
It is unclear how strictly employers will follow the new rules and enforce penalties.

Bill History

2026-04-20 California Legislative Information
From committee: Do pass and re-refer to Com. on APPR. (Ayes 11. Noes 2.) (April 16). Re-referred to Com. on APPR.
2026-04-14 California Legislative Information
Re-referred to Com. on P. & C.P.
2026-04-13 California Legislative Information
From committee chair, with author's amendments: Amend, and re-refer to Com. on P. & C.P. Read second time and amended.
2026-03-19 California Legislative Information
From committee: Do pass and re-refer to Com. on P. & C.P. (Ayes 5. Noes 0.) (March 18). Re-referred to Com. on P. & C.P.
2026-03-16 California Legislative Information
Re-referred to Com. on L. & E.
2026-03-12 California Legislative Information
From committee chair, with author's amendments: Amend, and re-refer to Com. on L. & E. Read second time and amended.
2026-03-02 California Legislative Information
Referred to Coms. on L. & E., P. & C.P. and JUD.
2026-02-13 California Legislative Information
From printer. May be heard in committee March 15.
2026-02-12 California Legislative Information
Read first time. To print.

Official Summary Text

AB 1883, as amended, Bryan.
Workplace surveillance tools.
Existing law establishes the Division of Labor Standards Enforcement within the Department of Industrial Relations. Existing law authorizes the division, which is headed by the Labor Commissioner, to enforce the Labor Code and all labor laws of the state, the enforcement of which is not specifically vested in any other officer, board, or commission.
This bill would generally regulate the use of workplace surveillance tools and an employer’s use of worker data. The bill would prohibit an employer from using
certain
a
workplace surveillance
tools, including a workplace surveillance tool that incorporates facial, gait, or emotion recognition technology, except as specified.
tool on workers for various purposes, including preventing compliance with laws or regulations, inferring information about workers engaging in a protected activity, making inferences about an individual’s emotional state or based on their gait, or collecting neural data. The bill would prohibit an employer from using facial recognition technology, unless it is used strictly to open a locked device or grant access to locked or secure areas.
The bill would also prohibit an employer from using a workplace surveillance tool to infer specified categories of information about a worker, including, among others, their veteran status, ancestral history, religious beliefs, or disability status.
The
This
bill would require the Labor Commissioner to enforce the bill’s provisions, would authorize an employee to bring a civil action for specified remedies for a violation of the bill’s provisions, and would authorize a public prosecutor to enforce the provisions. The bill would subject an employer who violates the bill’s provisions to a civil penalty of
up to
$500 for each violation. The bill would define various terms for purposes of its provisions.
The bill would include findings that changes proposed by this bill address a matter of statewide concern rather than a municipal affair and, therefore, apply to all cities, including charter cities.

Current Bill Text

Read the full stored bill text

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