No Robot Bosses Act
Sponsored By: Senator Markey, Edward J. [D-MA]
Introduced
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.
Show full summary
- 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.*
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Bill Overview
Analyzed Economic Effects
6 provisions identified: 2 benefits, 0 costs, 4 mixed.
Stronger enforcement and larger damages
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–$50,000 per violation, or up to $10,000–$100,000 if willful. State attorneys general could sue on behalf of residents and courts could award up to $50,000 per violation, or $100,000 in aggravated cases meeting certain conditions. Statutory amounts would adjust for inflation beginning FY2027.
New Fairness Office and funding
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 each fiscal year 2027 through 2036 for carrying out the Act, subject to annual appropriations.
Limits on automated decisions for workers
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 people from retaliation for reporting problems or refusing an automated output when using professional judgment, and courts could give temporary relief in retaliation cases. Predispute arbitration clauses that block these claims would be invalid.
Employer notice and training rules
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 application is processed. Employers must train anyone who runs or manages the system. Employers would also have to give union representatives advance notice and bargain about implementing these systems where a bargaining unit exists.
Employers with 11 or more workers
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 an employer.
Testing, certification, and records for automated systems
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 certify to the Fairness Office that the system is not likely to harm workers' rights. Employers and developers would also have to keep and make records available for oversight and could not license systems for off-label work uses not covered by their evaluation.
Sponsors & CoSponsors
Sponsor
Markey, Edward J. [D-MA]
MA • D
Cosponsors
Sen. Schatz, Brian [D-HI]
HI • D
Sponsored 6/18/2026
Sen. Sanders, Bernard [I-VT]
VT • I
Sponsored 6/18/2026
Sen. Baldwin, Tammy [D-WI]
WI • D
Sponsored 6/18/2026
Sen. Warren, Elizabeth [D-MA]
MA • D
Sponsored 6/18/2026
Sen. Blumenthal, Richard [D-CT]
CT • D
Sponsored 6/18/2026
Sen. Fetterman, John [D-PA]
PA • D
Sponsored 6/18/2026
Roll Call Votes
No roll call votes available for this bill.
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