AI Whistleblower Protection Act
Sponsored By: Senator Chuck Grassley
Introduced
Summary
Protects workers who report AI security vulnerabilities from employer retaliation. The bill would create a federal framework that bars employment discrimination against people who disclose AI security vulnerabilities or AI violations and that provides remedies for harmed whistleblowers.
Show full summary
- Workers: Current and former employees and independent contractors would be covered and could bring claims if they face retaliation for reporting AI vulnerabilities or failures to address substantial dangers.
- Employers: Any employer engaged in commerce that pays workers would be subject to these protections and could face liability for discriminating against covered reporters.
- Public safety and national security: Protected disclosures cover federal-law violations and failures to appropriately respond to substantial, specific dangers to public safety, public health, or national security, and protections apply to emerging artificial intelligence technology.
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Bill Overview
Analyzed Economic Effects
5 provisions identified: 5 benefits, 0 costs, 0 mixed.
Money and job remedies for whistleblowers
If enacted, a prevailing covered individual could be reinstated with the same seniority they would have had. You could get two times the back pay owed plus interest. You could also get compensatory damages, including litigation costs, expert fees, and reasonable attorneys' fees, and any other appropriate remedy a court or the Secretary of Labor orders. The bill does not set a specific interest rate.
Protections for AI whistleblowers at work
If enacted, you could not be fired, demoted, suspended, threatened, blacklisted, harassed, or otherwise treated badly for reporting AI security risks or AI violations. Protected reports include disclosures to regulators, the Attorney General, law enforcement, Members of Congress, supervisors, or other employer personnel you reasonably thought could fix the problem. The rule covers current and former employees and independent contractors and also protects helping or testifying in investigations or court cases.
Can't force arbitration for AI claims
If enacted, employers and contractors could not make you waive the whistleblower rights in this law. Contracts, policies, or conditions that require arbitration, mediation, or other alternative dispute resolution before seeking relief would be invalid. The rule applies to employees and independent contractors, current or former.
Definitions for AI and covered workers
If enacted, the bill would define key terms used in the law. It would define "AI security vulnerability," "AI violation," "artificial intelligence," "artificial system," "emerging artificial intelligence technology," "covered individual," and "employer." Covered individuals would include current and former employees and independent contractors. The bill would exclude ordinary commercial products like word processors and would define "emerging" relative to state-of-the-art capability at the time.
How to file and sue for retaliation
If enacted, you could first file a complaint with the Secretary of Labor. If the Secretary has not issued a final decision within 180 days and the delay is not your bad faith, you could sue in U.S. district court. A court case must be filed by the earliest of: 6 years after the violation, 3 years after you knew the facts, or 10 years after the violation. District courts would have jurisdiction regardless of the amount in controversy and parties could have a jury trial.
Sponsors & CoSponsors
Sponsor
Chuck Grassley
IA • R
Cosponsors
Christopher Coons
DE • D
Sponsored 5/15/2025
Marsha Blackburn
TN • R
Sponsored 5/15/2025
Amy Klobuchar
MN • D
Sponsored 5/15/2025
Josh Hawley
MO • R
Sponsored 5/15/2025
Brian Schatz
HI • D
Sponsored 5/15/2025
Elissa Slotkin
MI • D
Sponsored 10/8/2025
Roll Call Votes
No roll call votes available for this bill.
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