Maine LD 61 (P.L. 2025, Ch. 524) — An Act to Regulate Employer Surveillance to Protect Workers

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 and is expected to take effect approximately 90 days after the Maine Legislature adjourns, around July 14, 2026.

Technical detail

Maine 132nd Legislature, First Regular Session — LD 61 (H.P. 25), enacted as P.L. 2025, Ch. 524. Became law without Governor Janet Mills's signature on January 11, 2026. Effective date: approximately 90 days after session adjournment (~July 14, 2026). 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.

Who is protected: All employees and prospective employees of public and private employers in Maine

Who must comply: All public and private employers in Maine with one or more employees

Key facts

More AI rules in Maine

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• Maine mental-health AI limits (2026) · Enacted (not yet in effect)

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