SF 4686 Minnesota Senate · 2025-2026 Regular Session

Use of electronic monitoring tools regulation in employment settings

This bill establishes definitions and regulations for how employers in Minnesota can use electronic monitoring tools and automated decision systems in the workplace. It directly affects employers, workers, and vendors by setting clear boundaries on what types of surveillance and data collection are permitted. The law defines key terms like electronic monitoring tools, which include video surveillance, time-tracking software, and biometric data collection, as well as automated decision systems that use algorithms to make employment-related decisions. Employers must ensure these tools are used fairly and only for essential job functions, with provisions for workers to have authorized representatives who can challenge decisions made by these systems. The bill aims to create transparency and accountability in how technology is used to monitor and evaluate employees.

Bill status in committee 1 of 4 stages cleared

Introduction

Mar 2026

Committee Review

Floor Vote

Governor

Introduced Mar 23, 2026 Last action Apr 7, 2026

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What changed between versions

Introduction → 1st Engrossment · 5 edits · Apr 7, 2026

MODERATE

This bill was updated from its introduction to its first engrossment version, incorporating significant policy changes to regulate electronic monitoring in employment. The revisions strengthen worker protections by expanding the definition of automated decision systems, clarifying prohibited monitoring activities, and adjusting civil penalties to be capped amounts deposited into a workforce development fund. Additionally, the bill now includes a new provision requiring the creation of a model notice for employers and establishes a specific effective date of January 1, 2027.

Scope change

The bill's scope was expanded to include federal governments in data sharing restrictions and to cover monitoring of workers outside of regularly scheduled work hours. The definition of automated decision systems was broadened to include systems that partially replace human discretion, and the list of prohibited monitoring actions was clarified to specify 'personal' clothing and 'residences' rather than just 'items of clothing' or 'property'.

DEFINITION

The definition of 'automated decision system' was changed to include systems that 'partially or fully replace' human decision-making, broadening the scope beyond just replacing human discretion.

REQUIREMENT

The list of permissible monitoring purposes was reordered and slightly reworded, while the list of prohibited monitoring activities was clarified to explicitly include monitoring workers outside of regularly scheduled hours and in their residences.

A new requirement was added for the commissioner to create and publish a model notice and appeal form for employers to use when notifying workers about monitoring.

ENFORCEMENT

Civil penalties were changed from fixed amounts to 'up to' $1,000 and $2,500, and these fines must now be deposited into the workforce development fund rather than being general penalties.

TIMELINE

A specific effective date of January 1, 2027, was established for the bill's provisions, replacing a general severability clause.

Floor votes

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Full legislative history

Actions timeline

Total actions

Key actions

Committee

Apr 7, 2026

Upper · Passed

Comm report: To pass as amended and re-refer to State and Local Government

upper

Mar 23, 2026

Committee

Referred to Labor

upper

Mar 23, 2026

Introduced

Introduction and first reading

upper

1 primary · 1 co-sponsor