Employers must limit electronic monitoring to six enumerated purposes (quality assurance, performance assessment, legal compliance, employee health and safety, facility/network security, and wage/benefit administration), narrowly tailor monitoring to the intended purpose in the least invasive manner, and maintain reasonable data security practices to protect employee information confidentiality.

Employers must not use an electronic monitoring tool to collect employee information unless the tool is primarily used for one of six enumerated legitimate purposes (facilitating essential job functions, ensuring quality, periodic performance assessment, legal compliance, health/safety/security, or wage/benefit administration). The tool's type and activated capabilities must be narrowly tailored to accomplish the stated purpose, customized and implemented in the manner least invasive to employees, limited to the smallest number of workers, collecting the least amount of data no more frequently than necessary, with data deleted once the purpose is achieved. Data not necessary for the stated purpose must not be disclosed to the employer and must be promptly disposed of by the vendor. Employee data must not be collected when the employee is off-duty. Necessary data must be stored consistent with the commonwealth's data and cyber privacy laws, promptly disposed of when no longer needed, and not used by the employer, vendor, or any third party for any unauthorized reason.

Employers may use electronic monitoring tools only for six enumerated purposes (essential job functions, quality assurance, periodic performance assessment, legal compliance, health/safety/security, and wage/benefit administration), must specify the intended purpose, must narrowly tailor the tool's capabilities to that purpose, and must minimize the number of workers monitored and the frequency and volume of data collected.

Employers must limit electronic monitoring to enumerated lawful purposes, use the least invasive means strictly necessary, minimize the number of monitored workers and volume/frequency of data collection, delete data once the purpose is achieved, and must not use collected data for purposes beyond those specified in the employee notice.

Employers must not conduct audio or visual monitoring of bathrooms or other similarly private areas, including locker rooms, changing areas, breakrooms, smoking areas, employee cafeterias, lounges, areas designated to express breast milk, or areas designated for prayer or other religious activity, including data collection on the frequency of use of those areas. Employers must not conduct audio or visual monitoring of a workplace in an employee's residence, personal vehicle, or property owned or leased by an employee. Employers must not use an electronic monitoring tool that incorporates facial recognition. Employers must not use an electronic monitoring tool that incorporates gait, voice analysis, or emotion recognition technology.

Employers must not engage in electronic monitoring of employees unless the monitoring serves one of seven enumerated purposes (assisting essential job functions, monitoring production, ensuring legal compliance, protecting health/safety/security, securing property, periodic performance assessment, or tracking time/output for compensation). The specific monitoring form must be necessary and used exclusively for the stated purpose, must be the least invasive means available, must be applied to the smallest number of employees and collect the smallest amount of data no more frequently than necessary, and must be restricted so that only authorized persons access the data and use it only for the noticed purpose and duration.

Employers must not use an ADS that utilizes facial recognition, gait, or emotion recognition technologies.

Employers must not use any electronic monitoring tool or automated decisions tool that is equipped with facial recognition, gait recognition, voice recognition, or emotion recognition technology.

Employers must not incorporate any form of facial, gait, or emotion recognition technology in automated decision systems used in the workplace.