Compliance Stuff

Maine employers will soon face new restrictions and disclosure requirements when they use computers, phones, or other electronic equipment to monitor their employees under a new law. Maine joins New York, Connecticut, and Delaware as one of the few states imposing statutory obligations on employers that electronically monitor employees. But, unlike the more limited notice-only statutes in other states, Maine’s law reflects a broader privacy-focused approach that not only mandates disclosure but also limits certain monitoring practices outright. Here’s what you need to know about Maine’s new restrictions and how you can keep your business in compliance before the law takes effect this summer. Overview of Maine’s New Law LD 61  – An Act to Regulate Employer Surveillance to Protect Workers – regulates “employer surveillance,” which it broadly defines as monitoring employees through computer, telephone, radio, or other electronic systems. There are certain exceptions, including the ...

On January 11, 2026, Maine enacted a law  (House Paper (H.P.) 25 / Legislative Document (L.D.) 61)  prohibiting employers from using surveillance tools without first informing job applicants and employees. The new law is part of a growing trend of states restricting employers’ ability to monitor and surveil employees. Quick Hits Maine recently enacted a  law  requiring employers to notify employees and job applicants about employee surveillance. The law does not apply to cameras used in the workplace for safety and security purposes . The law was enacted without the governor’s signature, and it is expected to take effect in July 2026, depending on when the legislature adjourns. In recent years, more employers have begun using technology to track employee movements and actions. This may include cameras in the workplace, GPS tracking on phones and wearable devices, keystroke monitoring, and biometric monitoring. Some employers use these tools to identify potential are...

The Maine Legislature recently passed a bill that could soon place new limits on employers’ ability to conduct surveillance in the workplace and create new categories of enforcement action state labor officials. Due to the bill’s late passage, the Legislature’s adjournment, and parliamentary rules, LD 61 will sit on the Governor’s desk until the next legislative session convenes in January. If Governor Mills does not veto the legislation within the first three days of that session, it will automatically become law and take effect 90 days after the conclusion of the next session – in approximately the late summer or early fall of 2026. While it awaits the Governor’s action, employers should plan for possible impacts on their operations and policies. What the New Surveillance Law Would Do LD 61 would prohibit employers from electronically monitoring employees without providing prior notice. Surveillance under the law includes monitoring through electronic devices or systems. However, it...