An applicant plausibly alleged that a test meant to gauge his “workstyle” fit the definition of a lie detector test under Massachusetts law, the judge determined.
Amazon must face a former applicant’s charge that he was not properly notified of his rights under Massachusetts law concerning lie detector tests when he was required to take a “workstyle assessment” that included choosing among a variety of workstyle options (Korn v. Amazon).
Judge William Young determined on Wednesday that despite Amazon’s arguments to the contrary, the applicant plausibly pleaded in his June 2025 complaint that the workstyle assessment was a lie detector test under the law’s definition. Specifically, the plaintiff highlighted Amazon’s language that it “uses mechanisms to detect suspicious test behavior and responses” and that “if suspicious behavior is detected (e.g., attempts to plagiarize, fabricate, or use outside assistance), it will impact your current and possibly future Amazon applications.”
A lie detector test, under Massachusetts law, is a test that is “used or interpreted by an examiner for the purpose of purporting to assist in or enable the detection of deception, the verification of truthfulness, or the rendering of a diagnostic opinion regarding the honesty of an individual.”
Massachusetts makes it unlawful for employers, with few exceptions, to subject applicants or employees to a lie detector test or to make hiring or other decisions based on willingness to take such a test....
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