# 119-s-4833: No Robot Bosses Act

119-s-4833, No Robot Bosses Act, is a 119th Congress bill sponsored by Sen. Markey, Edward J. [D-MA] (D-MA); status introduced; PRIA reads it as touching household money (as of 2026-07-17).

- Canonical: https://policyrisk.com/legislation/119-s-4833
- As of: 2026-07-17
- Plain-text twin of the page above; the HTML and this file carry the same facts.

## Facts
- Bill: 119-s-4833
- Congress: 119
- Title: No Robot Bosses Act
- Status: introduced
- Introduced: 2026-06-18
- Sponsor: Sen. Markey, Edward J. [D-MA] (D-MA)
- Cosponsors: 6
- Policy area: Labor and Employment
- Touches household money: yes
- Last recorded action: 2026-07-17

## Summary

**This bill would limit employer reliance on automated decision systems (ADS)** for hiring, firing, promotions and other work-related actions to protect workers' rights. It would require plain-language disclosures, predeployment risk assessments, training, opt-out and human-review rights, whistleblower protections, and creation of a Fairness and Transparency Office to oversee employers and developers. - Workers and applicants would receive clear notices about ADS use, could opt out for human review, and would get at least seven days' advance notice before adverse work actions, plus protections against retaliation for reporting problems. - Employers and developers would have to run detailed predeployment evaluations or impact assessments, certify safety to the new Office, limit off-label uses of ADS outputs, keep records, and train personnel who operate or manage the systems. - The Department of Labor would house a Fairness and Transparency Office with four advisory boards, investigatory authority, a private right of action, and statutory damages up to $50,000 per violation or $100,000 for serious harms, with inflation adjustment starting in FY2027. *Authorizes $100 million per year for FY2027–2036 to implement the bill, increasing potential federal spending if those amounts are appropriated.*

## Cosponsors (6)

- Sen. Schatz, Brian [D-HI] (D-HI), 2026-06-18T00:00:00.000Z
- Sen. Sanders, Bernard [I-VT] (I-VT), 2026-06-18T00:00:00.000Z
- Sen. Baldwin, Tammy [D-WI] (D-WI), 2026-06-18T00:00:00.000Z
- Sen. Warren, Elizabeth [D-MA] (D-MA), 2026-06-18T00:00:00.000Z
- Sen. Blumenthal, Richard [D-CT] (D-CT), 2026-06-18T00:00:00.000Z
- Sen. Fetterman, John [D-PA] (D-PA), 2026-06-18T00:00:00.000Z

## Provisions PRIA read

- Stronger enforcement and larger damages: benefit, high. If enacted, covered individuals and labor groups could sue for actual and statutory damages, injunctions, and fees for violations. Statutory damages ranges include $5,000–$20,000 per violation for some sections and higher ranges for willful or repeated violations; other sections allow up to $5,000–…
- Limits on automated decisions for workers: benefit, medium. If enacted, the bill would bar employers from relying predominantly on an automated decision system to make hiring, firing, pay, scheduling, or other adverse work decisions. Applicants and employees could opt out of automated screening or management and ask for human review. The bill would protect…
- New Fairness Office and funding: mixed, high. If enacted, the bill would create a Fairness and Transparency Office inside the Department of Labor, led by a presidentially appointed Director. The Office would have investigatory and rulemaking powers and could hire technologists and attorneys. The bill would authorize $100,000,000 per year for e…
- Employer notice and training rules: mixed, medium. If enacted, the bill would require employers who use or plan to use automated systems to tell affected applicants and workers in plain language what the system measures, what data it uses, who operates it, and how to appeal. Applicants applying on or after enactment must get disclosure before their…
- Employers with 11 or more workers: mixed, medium. If enacted, the bill would treat any person or public agency that employs 11 or more paid workers as a "covered employer" subject to the Act. This would determine which employers must follow the Act's rules and which workers get its protections. Labor organizations are excluded unless they act as a…
- Testing, certification, and records for automated systems: mixed, medium. If enacted, developers and employers would need to run predeployment evaluations or impact assessments before offering or using automated systems for work decisions. They would have to test for disparate impacts, consult affected stakeholders, describe inputs and outputs, plan monitoring, and certi…

## Related bills

- 119-s-2823: FAMILY Act
- 119-s-3869: Healthy Families Act
- 119-s-51: Washington, D.C. Admission Act
- 119-s-5108: Right to IVF Act of 2026
- 119-s-1503: Equality Act
- 119-s-1232: Workplace Violence Prevention for Health Care and Social Service Workers Act

## Sources
- [119-s-4833 on Congress.gov](https://www.congress.gov/bill/119th-congress/senate-bill/4833)

## Related
- [119-s-2823: FAMILY Act](https://policyrisk.com/legislation/119-s-2823)
- [119-s-3869: Healthy Families Act](https://policyrisk.com/legislation/119-s-3869)
- [119-s-51: Washington, D.C. Admission Act](https://policyrisk.com/legislation/119-s-51)
- [119-s-5108: Right to IVF Act of 2026](https://policyrisk.com/legislation/119-s-5108)
- [119-s-1503: Equality Act](https://policyrisk.com/legislation/119-s-1503)
- [119-s-1232: Workplace Violence Prevention for Health Care and Social Service Workers Act](https://policyrisk.com/legislation/119-s-1232)
- [All bills in Congress](https://policyrisk.com/legislation)

Source: PRIA, https://policyrisk.com/legislation/119-s-4833 (as of 2026-07-17).