No Robot Bosses Act
Sponsored By: Representative Bonamici
Introduced
Summary
This bill would regulate employer use of automated decision systems (ADS). It would center human oversight and transparency.
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- Workers would get clear disclosures about ADS and how it shapes hiring, pay, scheduling, and other employment terms. Employers must give full, plain-language documentation within seven days of a decision, let individuals opt out of ADS management, and provide a human appeal.
- Employers would face strict compliance steps: pre-deployment testing for discrimination law compliance, annual independent bias testing with publicly available results, operator training, human corroboration of ADS outputs, and ongoing disclosure updates. The rules apply to covered employers that employ 11 or more covered individuals.
- Creates a Technology and Worker Protection Division at the Department of Labor with nonpartisan advisory boards to set standards and coordinate enforcement. It would enable private suits, bar predispute arbitration for claims, allow State attorneys general to sue with statutory damages up to $50,000 per violation and $100,000 for repeat violations, and waive tribal sovereign immunity when tribes receive federal funds.
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Bill Overview
Analyzed Economic Effects
2 provisions identified: 1 benefits, 0 costs, 1 mixed.
Stronger enforcement and worker remedies
This bill would create new enforcement tools and a Labor Department division to oversee ADS in the workplace. Workers and labor groups would be able to sue for violations after notifying the Secretary and State AG; the Secretary and State have 60 days to decide whether to intervene. Courts could award actual damages (including treble damages), and statutory damages per violation would fall in set ranges (for section 3: $5,000–$20,000, or $10,000–$40,000 if willful or repeated; for section 6: $5,000–$50,000, or $10,000–$100,000 if willful or repeated). Those dollar amounts would rise yearly starting in fiscal year 2026 with CPI-U. State attorneys general could sue for residents, with statutory caps in state suits ($50,000 or up to $100,000 in certain high-harm repeat cases). Predispute arbitration or joint-action waivers would not be enforceable for these claims. The bill would also give the Secretary inspection and recordkeeping powers, create a Technology and Worker Protection Division and four advisory boards, and waive tribal or state sovereign immunity for employers that receive federal funds for a program, for conduct after enactment.
New rules for automated job decisions
This bill would limit how employers use automated decision systems (ADS) for hiring, pay, scheduling, and other job decisions. Employers would have to test and validate ADS before use, run independent bias tests at least once a year and publish results, and give plain-language disclosures to candidates and workers (with timing rules tied to enactment). Employers would have to have a human corroborate ADS outputs, train ADS users, give affected people full documentation within 7 days of a decision, and let workers dispute ADS output and appeal to a different human. The bill would only apply to employers with 11 or more covered individuals and would let workers opt out of ADS management in favor of a human manager.
Sponsors & CoSponsors
Sponsor
Bonamici
OR • D
Cosponsors
Rep. Deluzio, Christopher R. [D-PA-17]
PA • D
Sponsored 12/3/2025
Del. Moylan, James C. [R-GU-At Large]
GU • R
Sponsored 12/3/2025
Rep. Goldman, Daniel S. [D-NY-10]
NY • D
Sponsored 1/30/2026
Adams
NC • D
Sponsored 3/20/2026
Roll Call Votes
No roll call votes available for this bill.
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