“What could possibly be the most optimistic, best-faith reason for an employer to know how many high-risk pregnancies their employees have? So they can put more brochures in the break room?” asked Karen Levy, a Cornell University assistant professor who has researched family and workplace monitoring.

“The real benefit of self-tracking is always to the company,” Levy said. “People are being asked to do this at a time when they’re incredibly vulnerable and may not have any sense where that data is being passed.”