Contact Congress about H.R. 6371: No Robot Bosses Act

Employers could not let AI or similar software make job decisions by itself. Workers and applicants would get notice, records, and a human appeal when these tools affect them.

Modern Action explains legislation in plain English, helps you choose whether to support, oppose, or ask for changes, and drafts a message tied to the bill, your stance, and the elected officials who can act on it.

No Robot Bosses Act is a House bill in committee. The latest recorded action: 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.

Latest action on H.R. 6371: 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.

Who this affects: This bill mainly affects workers and job applicants whose employers use AI or other software to help make job decisions. It also affects employers that use those tools, because they would have new testing, notice, recordkeeping, appeal, and legal duties. Labor groups, state officials, and federal workplace agencies would gain new roles in enforcing or shaping the rules.

Why this matters: More employers now use software to screen, score, schedule, track, and discipline workers. This bill would give people more notice and more human review when those systems affect their jobs. It could reduce hidden bias and errors, but it could also add cost and legal risk for employers that use workplace technology.

Key provisions in H.R. 6371

• Employers could not let automated systems make job decisions on their own. This includes hiring, firing, promotions, pay, and schedules.
• Employers would have to test these tools before using them. The tests must check whether the tool works, whether it discriminates, and whether it follows the National Institute of Standards and Technology AI Risk Management Framework, a federal guide for AI risk.
• Employers would need an outside bias check at least once a year. That review would look for unfair results from the automated tool.
• Workers and job applicants would get clear notice before an employer uses an automated system output about them. The notice must say what data is used, what the system measures, and how that connects to the job.
• After using an automated output in a covered job decision, employers would have 7 days to give records to the affected person. They must also give a machine-readable copy of the input data for free.

How Modern Action helps you take action on H.R. 6371

You do not have to start with a blank letter. Modern Action turns the bill, your position, and the relevant congressional context into a message you can edit and send. The goal is to make contacting Congress clear, specific, and useful without forcing you to parse bill text or figure out the right office on your own.

Questions people ask about H.R. 6371

What is H.R. 6371?

Employers could not let AI or similar software make job decisions by itself. Workers and applicants would get notice, records, and a human appeal when these tools affect them.

How do I support or oppose H.R. 6371?

Choose support, oppose, or ask for changes on Modern Action. The action flow drafts the message for you and keeps the wording tied to this bill.

Who should I contact about H.R. 6371?

Modern Action uses your location to route the action to the congressional offices relevant to the bill and your representation.

Can Modern Action explain H.R. 6371 before I act?

Yes. Modern Action gives you a plain-English summary, current status, and action context before you send anything.