Maine employer surveillance law (26 M.R.S. 620-A(1)(C), (2), (5) (PL 2025, c. 524))
Maine (LD 61, law without the Governor's signature 11 January 2026; general effective date for that session's nonemergency laws 29 July 2026) now requires notice before electronic monitoring of employees, disclosure to applicants at interview and an annual written notice; the Department of Labor enforces with fines of $100 to $500 per violation. As elsewhere it regulates monitoring, not licensing.
Dated 17 Oct 2026Source checked 17 Oct 2026Basis: primary text
In the source's own words
“C. "Employer surveillance" means the monitoring of an employee by an employer through the use of an electronic device or system, including but not limited to the use of a computer, telephone, wire or radio or an electromagnetic, photoelectronic or photo-optical system. ... 2. Employer surveillance. An employer may not use employer surveillance unless the employer notifies the employee before beginning the use of employer surveillance. ... the employer shall provide written notice at least once per calendar year to all current employees that the employer engages in employer surveillance.”
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