In House Committee·Last action 155 days ago

Workers could challenge AI decisions about hiring, pay, firing, and schedules

Officially: 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.

Where it stands

Sitting in Education and Workforce

No vote scheduled. Constituent contact is what moves bills out of committee.

What this bill actually does

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.

↓ Why your message matters here

This bill is sitting in committee with no scheduled vote — which means a small number of constituent messages can decide whether it moves forward or quietly dies.

Where your representatives stand

Enter your ZIP to see how your senators and member of Congress have voted, sponsored, or spoken on this bill.

The debate

What people are saying about this bill

✓Arguments in support

Preventing Algorithmic Discrimination: Supporters argue that human oversight can prevent biases in automated systems from leading to unfair treatment of workers.
Protecting Worker Rights: The bill provides workers with the right to know how decisions are made and to challenge them, which is crucial for maintaining fairness.
Ensuring Accountability: By requiring human involvement, the bill ensures that employers cannot blame machines for unfair decisions.

✕Arguments against

Compliance Burden on Employers: Critics argue that the bill could increase costs and administrative burdens, especially for smaller businesses.
Slowing Hiring Processes: Requiring human oversight might slow down hiring and promotion processes, which could be a disadvantage in fast-paced industries.
Vague Standards for Oversight: The bill's requirement for "meaningful oversight" is seen as too vague, potentially leading to confusion and legal challenges.

Where this bill is in the process

Legislative timeline

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Introduced

Introduced in House

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House Committee

Under House committee consideration

Latest: 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. (12/3/2025)

DEC 3

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House Floor Vote

Voted on by House

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Passed House

Approved by House

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Senate Review

Sent to Senate for consideration

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Passed Both Chambers

Approved by both House and Senate

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Signed into Law

Signed by the President

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Workers could challenge AI decisions about hiring, pay, firing, and schedules

Where your representatives stand

What people are saying about this bill

Legislative timeline

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