A Democratic bill with 1 Republican cosponsor · See all 13 cosponsors
Last activity — Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, and Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
In committee
Introduced and handed to a committee in the chamber it started in.
The committee holds it, and most bills are never heard from again. A hearing or a committee vote would be news; silence is the usual outcome, and it kills the bill without anyone voting against it.
Its path through Congress
- Introduced
- In Committee
What this bill would do
The "No Robot Bosses Act" aims to regulate how employers use automated decision systems in the workplace. It prohibits employers from relying exclusively on these systems for employment-related decisions. To use such systems, employers must conduct pre-deployment testing for efficacy and legal compliance, as well as annual independent testing for discriminatory impact. The bill requires employers to provide specific disclosures and documentation to workers regarding the system's use. It also establishes a Technology and Worker Protection Division within the Department of Labor to oversee these matters. Additionally, the Act provides for enforcement through investigations, civil actions, and whistleblower protections.
Yes· 3 of 17
- Scored +7
Does this make what the government does easier for the public to see?
The bill mandates detailed, plain-language disclosures regarding how automated systems influence employment decisions.
- Scored +6
Would Black Americans be better off under this?
The bill mandates testing of automated systems to prevent racial discrimination in employment.
- Scored +6
Would Hispanic Americans be better off under this?
The bill mandates testing of automated systems to prevent discriminatory impacts based on national origin or race.
The opposite
- Scored -5
Would business owners be better off under this?
The bill imposes high operational costs through required testing, annual audits, and documentation mandates.
- Scored -4
Does this make it easier to run a small business?
The bill imposes significant compliance, testing, and disclosure burdens on employers, including small- and medium-sized businesses.
- Scored -1
Does this shorten or soften prison sentences?
The bill focuses on civil and administrative enforcement rather than criminal sentencing reforms.
Who it would affect, and how
Potential Positive Impacts for People
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Protection Against Discrimination: Employers cannot use an automated decision system unless it has been tested for compliance with various employment discrimination laws and lacks potential discriminatory impact based on factors like race, sex, or disability (Section 3(a)(1)(B)(i)).
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Increased Transparency for Workers: Employers are required to provide detailed disclosures and documentation in plain language regarding how an automated system works, the data it uses, and how it influences decisions (Section s 3(a)(1)(B) and 3(a)(1)(vi)).
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Right to Human Oversight and Appeal: The bill ensures workers can dispute or appeal automated decisions to a human with relevant experience (Section 3(a)(1)(vii)). It also allows employees managed by an automated system to opt out and be managed by a human instead (Section 3(b)).
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Whistleblower Protections: The Act prohibits employers from discriminating or retaliating against individuals for exercising their rights under the Act or for reporting violations (Section 6).
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Access to Legal Redress: Covered individuals and labor organizations have the right to bring civil actions against employers for violations, which can include the recovery of actual or statutory damages (Section 7(a)(3)).
Potential Negative Impacts for People
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Burden of Implementation on Employers: Employers must adhere to strict requirements, including pre-deployment testing, annual independent testing, providing documentation within 7 days of a decision, and providing specific disclosures (Section 3(a)(1)).
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Restrictions on Decision-Making: Employers are prohibited from relying exclusively on automated decision systems to make employment-related decisions (Section 3(a)(1)(A)).
Groups and Interests Ranking
Every group the model scored this bill for, from -10 to +10. Tap or hover a score for the reason it gave.
- Demographic And Interest Groups
- Would Black Americans be better off under this? — The bill mandates testing of automated systems to prevent racial discrimination in employment. Would Hispanic Americans be better off under this? — The bill mandates testing of automated systems to prevent discriminatory impacts based on national origin or race. Would people with disabilities be better off under this? — The bill requires automated systems to be tested for compliance with the Americans with Disabilities Act. Would union members be better off under this? — The bill strengthens worker protections and grants labor organizations the right to seek legal redress. Would women be better off under this? — The bill protects against discrimination related to pregnancy and sex in automated decision systems. Would households on low incomes be better off under this? — The bill protects workers from potentially biased automated systems that could impact hiring and pay. Would middle-income households be better off under this? — The bill provides increased transparency and recourse for workers regarding automated management decisions. Would people over 65 be better off under this? — The bill includes protections against age-based discrimination in automated decision systems. Would people in their twenties and thirties be better off under this? — The bill provides protections against automated discrimination that may affect younger workers entering the workforce. Would people in cities be better off under this? — The bill provides significant protections for workers in urban sectors highly reliant on automated systems. Would business owners be better off under this? — The bill imposes high operational costs through required testing, annual audits, and documentation mandates.
- Governance And Ideology
- Does this make what the government does easier for the public to see? — The bill mandates detailed, plain-language disclosures regarding how automated systems influence employment decisions. Does this protect people from being watched or searched? — The bill provides workers with more control and transparency over how their data is used in automated processes.
- Education And Technology
- Does this give people more control over their personal data? — The bill enhances worker privacy by requiring transparency regarding the data used in automated employment decisions. Does this put more rules on large technology companies? — The bill establishes strict regulatory requirements for the use of automated decision systems, which impacts large technology-driven employers.
- Social Issues And Justice
- Does this expand the rights of people with disabilities? — The bill requires employers to test automated systems for compliance with the Americans with Disabilities Act. Does this narrow racial gaps in how people are treated? — The bill mandates testing for discriminatory impact based on race to ensure automated systems do not perpetuate biases. Does this shorten or soften prison sentences? — The bill focuses on civil and administrative enforcement rather than criminal sentencing reforms.
- Economy And Finance
- Does this strengthen the rights of workers to organise? — The bill empowers labor organizations by granting them the right to bring civil actions against employers for violations of the Act. Does this make it easier to run a small business? — The bill imposes significant compliance, testing, and disclosure burdens on employers, including small- and medium-sized businesses.
- 9/3/2026
- 1 Cosponsor added.
- 9/2/2026
- 1 Cosponsor added.
- 8/20/2026
- 1 Cosponsor added.
- 7/27/2026
- 4 Cosponsors added.
- 6/25/2026
- 1 Cosponsor added.
- 6/24/2026
- 1 Cosponsor added.
- 3/20/2026
- 1 Cosponsor added.
- 1/30/2026
- 1 Cosponsor added.
- 12/3/2025
- Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, and Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
- 2 Cosponsors added.
- Introduced in House
Alma AdamsDemocrat · North Carolina
Yassamin AnsariDemocrat · Arizona
Steve CohenDemocrat · Tennessee
André CarsonDemocrat · Indiana
Judy ChuDemocrat · California
Greg CasarDemocrat · Texas
Christopher DeluzioDemocrat · Pennsylvania
Maxwell FrostDemocrat · Florida
Daniel GoldmanDemocrat · New York
Adelita GrijalvaDemocrat · Arizona
James MoylanRepublican · Guam
Eleanor NortonDemocrat · District of Columbia
Frederica WilsonDemocrat · Florida