Maine LD 61 (employer surveillance disclosure & prohibition)
Maine LD 61 (P.L. 2025, Ch. 524) — An Act to Regulate Employer Surveillance to Protect Workers
Maine · Maine P.L. 2025, Ch. 524 (LD 61 / H.P. 25), 26 M.R.S. § 620-A, effective July 14, 2026
- Status
- In effect
- Took effect
- July 14, 2026
- Applies to
- All public and private employers in Maine with one or more employees
- Enforced by
- Maine Department of Labor (civil enforcement)
Maine's LD 61 (P.L. 2025, Ch. 524) requires employers to notify employees before any surveillance begins and to disclose surveillance practices to job applicants during interviews. Employers must provide annual written notice to all current employees describing what is monitored, how, and why. Employees may refuse installation of monitoring software on their personal devices. The law prohibits audiovisual monitoring in an employee's home, personal vehicle, or personal property. Civil fines of $100–$500 apply per violation. The law covers all public and private employers in Maine. Effective July 14, 2026.
Who is protected: All employees and prospective employees of public and private employers in Maine
Legal detail
Maine 132nd Legislature, First Regular Session — LD 61 (H.P. 25), enacted as P.L. 2025, Ch. 524 (26 M.R.S. § 620-A). Became law without Governor Janet Mills's signature on January 11, 2026. Effective date: July 14, 2026 (90 days after session adjournment, confirmed). Key requirements: (1) written notice to employees before monitoring begins; (2) disclosure of surveillance practices to prospective employees during interviews; (3) annual written notice to current employees; (4) employee right to refuse monitoring software on personal devices; (5) prohibition on audiovisual monitoring in employee's home, personal vehicle, or personal property unless required for job duties. Civil fines $100–$500 per violation. Applies to public and private employers. Maine joins CT, NY, and DE as Northeastern states with workplace electronic monitoring disclosure laws.
Key facts
| Jurisdiction | Maine |
|---|---|
| Level | State |
| Strength | Moderate |
| Enacted | January 11, 2026 |
| Citation | Maine P.L. 2025, Ch. 524 (LD 61 / H.P. 25), 26 M.R.S. § 620-A, effective July 14, 2026 |
| Penalties | Civil fines $100–$500 per violation |
| Topics | AI hiring and employment · consumer data privacy · automated decision-making |
| Legal analysis | Maine Enacts Law Requiring Employers to Notify Employees About Surveillance Tools (Ogletree Deakins) |
More AI rules in Maine
- Hilton v. Noem — ICE observer surveillance suit (Maine) · Blocked / in litigation
- Maine Data Center Moratorium (vetoed) · Vetoed
- ME AI Private Images Law · In effect
- Maine AI Chatbot Disclosure Law · In effect
- Maine AI-in-Therapy Law (licensed pros only) · In effect
- An Order Establishing the Maine Artificial Intelligence Task · In effect
Related AI hiring and employment rules elsewhere
- CA EO N-6-26 (AI Workforce) · In effect
- Washington SHB 1672 (employee monitoring notice, ADS restrictions, emotion AI ban) · In effect
- Stop Spying Bosses Act (Senate, 2026) · Proposed / pending
- Meta AI Layoff Discrimination Lawsuit (2026) · Blocked / in litigation
- Kistler v. Eightfold AI (FCRA, AI hiring) · Blocked / in litigation
- MD HB 1339 (Automated Decision Systems, 2026) · In effect
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